ParityINDEX Case Statement GET Cities

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The ParityINDEXA Unique New Tool to Achieve ParityIn addition to receiving a daily, real-time score, companies can also use the “What-If”calculator to show the projected impact on their score when they change their genderbalance. We’re also working to build the option for companies to expand their dashboardswith additional insights into their pay gap and other potential areas of discrimination—allby department. The ParityINDEX is free to any company who wants to know what theircompany’s gender profile is on any given day of the year, and how it compares to others intheir industry.The ParityINDEX® is an essential tool for heads of Human Resources and Diversity andInclusion to help them understand gender parity issues unique to their company and industry.The index demonstrates, on a graphical dashboard, precisely where the company’sparity issues are at the department level so that they can address the gap in a very targetedway. The dashboard can also be produced as regular reports for upper-level management toaddress.Overall Average Pay Gap Over Time7 Oct 2019
The ParityINDEXA Unique New Tool to Achieve ParityWhat-If CalculatorMany companies want to know what their scorewould be if they made adjustments to the genderbalance in the Board or C-Suite. For instance, “ifwe replace a male board director with a woman,how will that impact our ParityINDEX score?”To answer such questions, the Index includes a“What If” calculator that illustrates how acompany’s score would change just by bringingtheir leadership and governance closer to genderparity.Pay Parity (under development)The ParityINDEX doesn’t just measure the overall gender balance in a company. It can alsomeasure pay, allowing companies that opt in to see unique insights about their pay gap. Mostimportantly, the ParityINDEX distinguishes between rational and irrational reasons for the paygap. For example, differences in experience or tenure are rational reasons for a pay gap toexist, while reasons like ethnicity and gender, are not.Future dashboard development will include:• The results of longitudinal studies illustrating the impact each day of leave-of-absence has onfuture pay, bonuses, and promotions.• Tracking the connection between recruitment and actual hires by gender and race into thecompany would provide essential insights into the recruitment process and the role it plays inthe gender gap.• Management reports to aid HR leaders in communicating the state of gender parity in theircompany to leadership and the Board.
Page 1 and 2: Parity.orgCase for Proposed Partner
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ParityINDEX Case Statement GET Cities

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