Diversity Series, Leveling The Playing Field - How to Overcome Internal Equity

Diversity Series: Leveling The Playing Field, How to Overcome Internal Equity

This session is part of our ongoing series on Diversity, Inclusion, and Belonging. 

In today’s round-table session, our panelists will discuss how to overcome internal equity issues.

Key areas that will be covered are…

1) Using Data to Understand Gaps and Trends
2) Creating Pay Equity Standards
3) The Salary Negotiation Process

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.


Click to Play the Recording


Our Panelists…

Name & LinkedIn Profile Group Title Company
Chris Martin TA Leaders Director, Talent Acquisition (Engineering, Data & Product) FabFitFun
Christina Shareef TA Leaders Head of Diversity, Inclusion & Belonging Reddit
Emmanuele Bowles TA Leaders Assistant Director, Talent Acquisition & Management Florida International University
Jonelle Wilson Recruiting Dallas Sr. Business Consultant, HR/Talent Children's Health

We asked our attendees, “Do you have a suggestion for other companies on how they can overcome internal equity issues at their company?”

Here are their answers:

  • A clear step system introduced before offer to set expectations. Very high
  • Adding transparency in Performance Management using KPIs developed by a diverse group of leaders.
  • Align org goals with metrics, and with incentives & penalties
  • Comp analysis
  • do a market study
  • Do an assessment of wages for all employees (men/women/diverse employees) and adjust comp biannually to close the gap.
  • for any promotion or internal moves, make sure a diverse slate of employees are considered
  • For Bulk jobs - one starting pay rate or an automated spreadsheet that you enter info into & it dictates the pay. I have more.
  • Have a strategy agreed by leadership and implement a consistent communication strategy up and down the organization.
  • Have required trainings, talk about it in open forums, foster a place of learning.
  • How have them implemented DEI practices into recruiting and hiring processes
  • I don't have any suggestions at this time, but rather interested to learn what others are doing. Thank you for doing these!
  • I'm excited to learn more!
  • Institute internal merit increases as warranted to maintain internal equtiy.
  • Listen
  • Listen to what your employees want when it comes to DEI
  • look at their structure
  • Maintain good compensation data
  • More diverse hiring events
  • Openly discussing biases and using scorecards
  • performance based interviewing skills taught to hiring teams
  • performance measurements
  • Professional development and mentorship programs
  • Salary adjustments
  • Salary plans
  • Set tight goals
  • Standards for inclusive meeting norms
  • Stay up to date on market value and adjust pay accordingly
  • thoroughly evaluate from bottom to top
  • training, awareness
  • You can't manage what you don't measure...start with measuring

Chat Messages from the Session…

10:10:06 >> From  Guiti Nabavi   to   All panelists : Thanks! I’ll use “competency based”. I am looking for a job and keep hearing you are overqualified and what they really are saying is that we can’t pay you what we think you want 🙂 at least that is what I think.

10:22:34 >> From  Christina Shareef : +1 to creating a process TOGETHER

10:25:03 >> From  Tracey Anderson   to   All panelists : I typically make salary expectations during my intake call

10:25:34 >> From  Tracey Anderson   to   All panelists : Discuss the market expectations during my intake call also

10:29:11 >> From  Jennifer Reed : What if you reverse that?

10:29:46 >> From  Wahoo Fitness : Good for you, Chris! I like that thinking.

10:31:05 >> From  Vera Gardner   to   All panelists : Would you advocate for a Latino or African-American who may have one less skill than the white man? An opportunity to grow and increase minority representation?

10:31:50 >> From  Vera Gardner   to   All panelists : Or a skill that is not as developed.

10:32:41 >> From  Carolyn Jackson   to   All panelists : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts

10:33:06 >> From  Carolyn Jackson : Decisions based on previous salaries foster decisions based on bias (especially when we know there are systemic issues related to race and pay). Having a construct before you start recruiting helps you stay the course regardless of who the finalist is..Just my thoughts

10:33:06 >> From  Jean Sheehan : If we are offering a person in an area that does not have a set starting pay, we complete a compensation template.  Then the Compensation committee (which is 3 of us – small/mid size company) reviews.  A recommended rate or small salary range (typically up to a 2K range) is approved.  The offer is extended and we work within that rate or small range.  If they decline, we will review again but unless there additional information we were not aware of, we hold our ground.  There may be room for a small sign-on bonus.

10:35:55 >> From  Allison Cooper : When extending an offer we let the candidate know that we are coming in with our best and final offer, that we’ve put a lot of analysis and thought into it. We are not leaving money on the table and paying them the most fair pay possible.

10:36:13 >> From  Jean Sheehan : We used to negotiate more in the past but we believe it often causes inequity.

10:37:09 >> From  Susan Jayne : same…. Allison Cooper !!

10:37:42 >> From  Carolyn Jackson : YEEESSSS Christina!!!

10:39:04 >> From  Susan Jayne : Agree Christina!!  Translate into “What business need is not being met that will NOW be able to be met by bringing this candidate in!!

10:42:50 >> From  Vera Gardner   to   All panelists : Chris where do you find your diverse candidates?

10:43:21 >> From  Vera Gardner   to   All panelists : Good point. Thanks.

10:43:55 >> From  Guiti Nabavi   to   All panelists : What is HBC?

10:44:18 >> From  Christina Shareef : HBCU: Historically Black College & University

10:44:25 >> From  Guiti Nabavi   to   All panelists : Thanks

10:44:45 >> From  Samantha Arzu   to   All panelists : Any companies or job boards you would suggest to source from?

10:45:13 >> From  Vera Gardner   to   All panelists : I agree  :  )  build a relationship

10:45:54 >> From  Susan Jayne : Look at LinkedIn Sales Navigator too  – lower cost

10:46:07 >> From  Samantha Arzu   to   All panelists : IT, ops, general services, finance, etc.

10:46:09 >> From  Samantha Arzu   to   All panelists : THANK YOU

10:46:21 >> From  Erika Sandoval : Techqueria-Latinx in tech

10:47:23 >> From  Guiti Nabavi   to   All panelists : Women Who Code 🙂

10:47:45 >> From  Samantha Arzu   to   All panelists : Much appreciated 🙂 thank you!

10:48:09 >> From  Abby Dooley : I am working with a hiring manager to hire a URM candidate for a Cloud/Hosting director role. When we search, we very rarely see URM that have the experience we are looking for (i.e- degree, technical skills, 5+ years of director experience). How do I encourage us to focus on finding the URM candidate within our search  search even when in comparison the talent pool is different or does not meet the “mandatory skillsets”?

10:48:30 >> From  Guiti Nabavi   to   All panelists : Thanks!!

10:48:34 >> From  Wahoo Fitness : thank you all!

10:48:35 >> From  Daniella McDonald : Thank you! Happy Holidays!

10:48:36 >> From  Alexis Diltz :  Thank you!

10:48:39 >> From  Vera Gardner   to   All panelists : Thank you! Great session!

10:48:39 >> From  Eileen Beno : Thank you!

10:48:41 >> From  Mike Mattson : Thanks Everyone!

10:48:44 >> From  Dana Shupe   to   All panelists : thank you!

10:48:44 >> From  Guiti Nabavi : Happy holidays

10:48:45 >> From  Andie Sanchez : Thank you!


Some of the attendees…

Name & LinkedIn Profile Group Title Company
Saundra Ramsey Recruiting Atlanta Talent Acquisition Business Partner hiring all levels of Technology Wahoo Fitness
Alex Mimms Recruiting Boston Manager, Technical Recruiting Toast
Samantha Arzu Recruiting Boston Talent Acquisition Specialist CIEE Council on International Educational Exchange
Susan Jayne Recruiting Chicago Experienced HireTax Recruiter -Contract for Deloitte Deloitte
Eileen Beno Recruiting Chicago Senior Technical Recruiter / Scientific Recruiter Fermilab
Steven Rosenblum Recruiting Chicago Talent Acquisition and HR Operations Leader Level 5 Partners
Tracey Anderson Recruiting Chicago Executive Recruiter Veolia North America
Allison Cooper Recruiting Dallas Global Recruiter YPO
Delaina Silva Recruiting Denver Senior Talent Acquisition Consultant SDL plc
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Cindy Wong Recruiting LA Sr. Talent Acquisition Specialist Princess Cruises
McKenzie Sutton Recruiting LA Talent Acquisition Consultant Mammoth Distribution
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Michelle McKnight Recruiting LA Senior Recruiter Herbalife
Dave Elliston Recruiting Minneapolis Senior Technology Recruiter SPS Commerce
Stephen Echeverri Recruiting NYC Director, Talent Acquisition GroupM
Mike Mattson Recruiting Portland Corporate Recruiter Papa Murphy's International
Diane Redinger Recruiting Portland Senior Manager, Talent Acquisition Altium
John Sullivan Recruiting Portland Talent Acquisition Lead (IT Group) The Standard
Abby Dooley Recruiting Seattle Recruiter (Technical) Edifecs
Melissa Anderson Recruiting Seattle Human Resources Recruiter Community Transit
Jenny Bastrom Recruiting Seattle Senior Recruiter / Sourcing Specialist Washington State Department of Social and Health Services www.careers.wa.gov
Jessica Burgess Recruiting Seattle Director, Talent Acquisition Zones
Melayne Smith Recruiting Seattle Talent Acquisition Specialist Washington State Employees Credit Union
Melisa Medrano Recruiting SFBA Manager, Talent Acquisition NGM Biopharmaceuticals
Katie Hoffmeister Recruiting.Work Talent Acquisition Recruiter H&A Architects & Engineers
Bennett Yang TA Leaders Director Talent Acquisition SoundHound
Daniella McDonald TA Leaders Talent Acquisition Leader Looking for Work
Dana Shupe-Burrows TA Leaders Director, Human Resources PRODEGE, LLC
Vera Gardner TA Leaders Sr. Director, HR Business Partner-Engineering & Strategic HR Programs Castlight Health
Malia Jorgensen TA Leaders Director of Talent Acquisition Nortal US
Jessica Hupman TA Leaders Director Talent Acquisition, Medical Devices Abbott
Jean Sheehan TA Leaders Director, Talent Acquisition ConServe
Guiti Nabavi TA Leaders Director Talent Acquisition MyVest
Joe Kolligian TA Leaders Vice President, Acquisitions & Recruiting Smile Design Dentistry
Dawn Losinger TA Leaders Head of Talent Acquisition Precision BioSciences
Tim Mayer TA Leaders Director of Talent Acquisition Kraus-Anderson Construction Company
Shelley Radford TA Leaders Head of Talent Acquisition The Wonderful Company
Kara Wilson TA Leaders Recruiting Director MorganFranklin Consulting
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Andie Sanchez TA Leaders Head of Talent Acquisition Off the Grid

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