Diversity Management Certificate - ILR School - Cornell University

$795 | Course EO310
Conducting an EEO Compensation
Analysis
February 5, 2009 . . . . . . . . . . . . . . . . . . New York City. . . . . . . . . . . . . . . . . . 9:00 to 4:30
Organizations have an affirmative obligation to avoid findings of
discriminatory pay practices. Such a finding can be costly in terms of
penalties and payment of back wages. It is important for organizations to
have a proactive strategy to avoid the potential allegations of wage
discrimination. In this highly interactive workshop, you will focus on
developing:
• An awareness of and the skills to identify the elements that actually
influence salary, wages, and other types of compensation
• A strategy for determining if the elements of compensation are
uniformly applied; and, if so, what the impact is on racial minorities
and women
• A nondiscriminatory approach to compensation
Key Topics
• Wage differentials and when they can be deemed discriminatory
• The importance of neutral job related factors
• Analyzing compensation data as a useful tool to assure fairness
and equity in compensation practices
• Analyzing compensation data to identify problems that can be
corrected without being the subject of a complaint, compliance review
finding, or litigation
• Overview of the legal and regulatory framework
• Determining Similarly Situated Employee Groups (SSEGs)
• Variables that impact pay
• Developing a regression model
• Overview of cohort process
• Responding to OFCCP’s evolving methodology
• Conducting a cohort analysis
• Potential pitfalls
• Statistical analysis of cohorts
• Addressing potential problem areas
• Defenses justifying pay differences
• Compliance evaluation strategies
• A strategic approach to EEO compensation analysis
Equal Employment Opportunities | Workshops
Who Will Benefit
Affirmative action professionals responsible for AA compliance
Instructor
Glenn Barlett
Call for Information 866-470-1922 | 33