What are the most effective ways to use executive pay research for pay equity advocacy?

1 Identify pay gaps and trends

The first step to use executive pay research for pay equity advocacy is to identify the pay gaps and trends that exist in your sector and role. You can use various sources of data, such as proxy statements, annual reports, compensation surveys, and online databases, to find out how much executives are paid in similar positions and organizations. By comparing your own compensation with the market benchmarks, you can determine if you are underpaid, overpaid, or fairly paid, and how your pay has changed over time relative to others.

2 Negotiate your compensation

The second step to use executive pay research for pay equity advocacy is to negotiate your compensation based on the data you have gathered. You can use the executive pay research as evidence to support your case for a raise, a bonus, a promotion, or a better benefits package. You can also use it to counter any arguments that your employer might make to justify a lower or stagnant pay. For example, you can show how your performance, skills, and contributions are aligned with the market expectations and demands, and how your pay reflects your value and potential.

3 Educate and empower others

The third step to use executive pay research for pay equity advocacy is to educate and empower others who might be facing pay inequity or discrimination. You can share the executive pay research with your colleagues, peers, mentors, and networks, and encourage them to use it for their own pay equity advocacy. You can also use it to raise awareness and spark discussions about the pay gaps and trends that affect different groups of employees, such as women, minorities, or younger workers. You can also use it to support collective actions and initiatives that aim to improve pay equity and transparency in your organization and industry.

4 Monitor and evaluate progress

The fourth step to use executive pay research for pay equity advocacy is to monitor and evaluate the progress that you and your organization have made towards pay equity. You can use the executive pay research to track the changes and improvements in your own compensation and career development, and to celebrate your achievements and milestones. You can also use it to assess the impact and effectiveness of the pay equity policies and practices that your organization has implemented or adopted, and to provide feedback and suggestions for further improvement.

6 Use executive pay research ethically and responsibly

The sixth and final step to use executive pay research for pay equity advocacy is to use it ethically and responsibly. You should respect the privacy and confidentiality of the executive pay data that you access and use, and avoid disclosing or misusing it for personal gain or malicious intent. You should also acknowledge the sources and limitations of the executive pay data, and avoid making false or misleading claims or comparisons. You should also be respectful and professional when communicating and negotiating your compensation and pay equity advocacy, and avoid being aggressive or confrontational.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?