{"id":4408,"date":"2024-04-29T17:30:59","date_gmt":"2024-04-29T17:30:59","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=4408"},"modified":"2026-01-30T08:50:09","modified_gmt":"2026-01-30T13:50:09","slug":"5-ways-to-close-the-gender-pay-gap","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/total-rewards\/employee-compensation\/pay-equity\/5-ways-to-close-the-gender-pay-gap\/","title":{"rendered":"5 ways to close the gender pay gap"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Brightmine<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">HR leaders want to know how to close the gender pay gap. Why? Because time and time again, research has shown that improving pay equity improves not only talent management and employer brands, but also and financial outcomes. Still, progress on closing the gap has been slow. On March 12, 2024, the US Department of Labor <a href=\"https:\/\/blog.dol.gov\/2024\/03\/12\/what-you-need-to-know-about-the-gender-wage-gap\" target=\"_blank\" rel=\"noreferrer noopener\">reported<\/a> that the national gender pay gap for full-time employees was 16%. <\/p>\n\n\n\n<p class=\"has-link-color wp-elements-36b505c6b09b9c935232cd45a3b65fcf\">The causes of gender pay gaps are multiple and varied. Though paying men and women differently for the same or equivalent work\u2014an illegal practice\u2014still happens, there are several other more impactful factors that contribute to the gender pay gap. According to the <a href=\"https:\/\/webapps.ilo.org\/wcmsp5\/groups\/public\/---ed_dialogue\/---act_emp\/documents\/publication\/wcms_735949.pdf\">International Labor Organization<\/a>, these include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Representation gaps in leadership. <\/li>\n\n\n\n<li class=\"\">Parenting responsibilities tending to fall more on working mothers, which leads to more part-time work or time out of the workforce.<\/li>\n\n\n\n<li class=\"\">Feminized jobs that are undervalued and tend to pay less.<\/li>\n\n\n\n<li class=\"\">Education in certain disciplines associated with higher paying jobs (i.e., STEM). <\/li>\n<\/ul>\n\n\n\n<p class=\"\">To make sustainable progress in reducing the gap, employers must consider these factors and how to influence them. In this guide, we set out five ways to do this.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"review-policies-and-documents\">1. Review policies and documents<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Review policies and documents related to pay to ensure that they are fair, objective and transparent.<\/h3>\n\n\n\n<p class=\"\">Policies and documents related to pay, such as the organization&#8217;s compensation policy and compensation philosophy, can have a significant impact on the organization&#8217;s pay gap by influencing not only pay practices, but also perceptions.<\/p>\n\n\n\n<p class=\"\">A compensation policy describes the organization&#8217;s practices related to employee pay. This includes setting initial pay, how raises are calculated and other pay-related processes. A compensation philosophy, describes the organization&#8217;s approach to compensation, and its market position relative to other employers.<\/p>\n\n\n\n<p class=\"\">Employers should regularly review the scope, content and implementation of these and other pay-related documents to check that they account for legislative changes and are fair, objective and transparent. <\/p>\n\n\n\n<p class=\"\">When reviewing policies, consider the following:<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-medium-font-size\">Call out pay equity<\/h3>\n\n\n\n<p class=\"has-link-color wp-elements-a6b2b119b9d71dd06759d5dbce528df3\">Organizations that regularly review policies to ensure they align with the organization&#8217;s approach equity are more likely to see gains in key performance areas. To promote improvements in equity and make progress on closing the pay gap, consider formalizing your organization&#8217;s commitment to equity in the compensation policy, philosophy and other related documents.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Include all stakeholders<\/h3>\n\n\n\n<p class=\"\">A particularly effective way of making sure that policies are inclusive and take account of the different needs of employees in the organization is to involve people from throughout the organization in policy review and development. Note that providing the opportunity to contribute to policy development in a confidential way is likely to encourage more open and meaningful feedback.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Remove biased language<\/h3>\n\n\n\n<p class=\"has-link-color wp-elements-8b1def06e3d4abc3dfa03e014b25e2a7\">Ensure that the language and terminology used in these documents are gender neutral. Some terms can imply gender bias, and their use risks undermining an employer\u2019s efforts to <a href=\"https:\/\/www.brightmine.com\/us\/resources\/strategies-to-advance-gender-equality-at-work\/\">advance gender equity<\/a>. <\/p>\n\n\n\n<p class=\"\">While some terms are obvious (&#8220;his and hers&#8221;), other gendered language may be harder to spot, such as words like <em>assertive<\/em>, &#8220;leadership&#8221;, &#8220;dynamic&#8221; or &#8220;caring.&#8221; To help catch words like these, consider an inclusive language tool like Trinka or UInclude.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Align policies with practice<\/h3>\n\n\n\n<p class=\"\">Policies that are neutral and objective can still result in gender bias if they aren&#8217;t applied correctly. This can result in gender inequalities in recruitment, promotion or retention, all of which can contribute to widening your pay gap. <\/p>\n\n\n\n<p class=\"\">Because managers play a significant role in applying workplace policies, ensure that they understand how to apply policies and procedures in a fair and nondiscriminatory way. Additionally, when making decisions on pay and reward, keep a record of the data sources used in the decision-making process. This will help ensure that pay practices align with company policies. <\/p>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"practice-pay-transparency\">2. Practice pay transparency<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Promote pay transparency wherever possible with current and future employees<\/h3>\n\n\n\n<p class=\"\">Providing salary information in job posts is a proven method of ensuring that pay practices are fair and free from gender bias. <\/p>\n\n\n\n<p class=\"\">In fact an analysis by Brightmine, formerly XpertHR, found that where an employer is transparent over salary in job posts, they&#8217;re more likely to have a lower gender pay gap. The same applies to the gender bonus gap. Our analysis also found that the proportion of females occupying top roles was highest in organizations that reported all job posts contained salary information.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"limit-managerial-discretion\">3. Limit managerial discretion<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Limit managerial discretion over pay, and where it exists, ensure pay decisions are reviewed independently<\/h3>\n\n\n\n<p class=\"has-link-color wp-elements-5fd98b8239ff840d244fdd6b6f027639\"><a href=\"https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2022.1034712\/full\">Research<\/a> from the University of Florida and Emory University found that managers continue to hold both express and implicit gender biases, which increases the likelihood of biased decision-making. Biased decisions related to an employees&#8217; performance, promotional opportunities, and development will contribute to gender wage gaps over time. <\/p>\n\n\n\n<p class=\"\">To prevent biased decision-making, limit managerial discretion in decisions that impact employee pay either directly or indirectly. In cases where some level of discretion is necessary, put checks in place to review decisions independently. Two important decisions of this nature include starting pay and performance reviews. <\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Starting pay<\/h3>\n\n\n\n<p class=\"\">Starting pay has a significant impact on pay inequity and pay gaps within the organization. This is because every time an employer fills a vacancy, it needs to make decisions about what pay and benefits it will offer to the successful job applicant. <\/p>\n\n\n\n<p class=\"\">To reduce the likelihood of pay inequities and pay gaps in starting pay, it&#8217;s important to always confirm that the job is correctly benchmarked against internal comparators. This can be done through a job evaluation exercise. <\/p>\n\n\n\n<p class=\"\">A job evaluation exercise is the process of assessing the content of a job by reference to its core components, such as skill, effort and responsibility, to place jobs in order of hierarchy. It establishes a basis for all stakeholders (including management, employees and trade unions) to agree on the relative value of jobs to form the basis of career structures within the organization and to establish a fair pay system.<\/p>\n\n\n\n<p class=\"\">A job evaluation is the most reliable way for employers to identify where women and men are doing work of equal value, for equal pay purposes. And, it provides an independent review of starting pay decisions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Performance reviews<\/h3>\n\n\n\n<p class=\"\">Another decision that contributes to pay gaps is the performance review. Performance reviews generally lead to incremental pay increases (also known as merit pay), and they&#8217;re also used to determine whether an employee should recieve a promotion or qualify for development opportunities. They&#8217;re also referred to when an employee would like to transfer within the organization. <\/p>\n\n\n\n<p class=\"\">Unfortunately, performance reviews are often fraught with managerial bias, and there&#8217;s a level of unavoidable discretion. But there are strategies to increase objectivity, such as: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Training managers and anyone else involved in performance on avoiding bias.<\/li>\n\n\n\n<li class=\"\">Using evaluation rubrics.<\/li>\n\n\n\n<li class=\"\">Including review prompts for managers that limit discretion (e.g., prompts that require managers to highlight a specified number of employee strengths).<\/li>\n\n\n\n<li class=\"\">Including a second level review of all performance reviews.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"monitor-decisions-over-time\">4. Monitor decisions over time<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Monitor the impact of decisions that may influence pay trends or patterns along gendered lines<\/h3>\n\n\n\n<p class=\"\">Over time, decisions influencing pay that initially seem objective may begin to show trends or patterns along gendered lines. This includes performance-related pay increases, promotions, development opportunities and other factors that can ultimately contribute to the pay gap. Monitoring these decisions over time can help you evaluate whether your policies and practices are reducing or contributing to the pay gap.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Yearly reviews<\/h3>\n\n\n\n<p class=\"\">To monitor trends, review the distribution of assessments and pay increases across each grade or job level after each annual round of performance reviews. Where there is bias towards or against a particular group of employees, this should be investigated. In addition to reviewing how these assesments are distributed by gender, review other employee characteristics, such as employee ethnicity or disability status.<\/p>\n\n\n\n<p class=\"\">It&#8217;s common for part-time workers to benefit less from performance-related pay schemes, so pay particular attention to this group of workers and others on non-standard working patterns.<\/p>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Monitor development opportunities<\/h3>\n\n\n\n<p class=\"\">Similarly, it&#8217;s important to monitor selection for development opportunities by gender. Creating an environment in which all employees are encouraged to develop and realize their goals will help close the pay gap by promoting equity and improving the balance of representation in leadership and other historically gendered job roles. <\/p>\n\n\n\n<p class=\"\">Touchpoints that impact on employees\u2019 ability to progress in the organization include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Learning opportunities.<\/li>\n\n\n\n<li class=\"\">Mentoring schemes.<\/li>\n\n\n\n<li class=\"\">Promotion opportunities.<\/li>\n\n\n\n<li class=\"\">Knowledge, skills and competency development.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"conduct-pay-equity-audits\">5. Conduct pay equity audits<\/h2>\n\n\n\n<h3 class=\"wp-block-heading has-medium-font-size\">Conduct pay equity audits to proactively identify and correct disparities<\/h3>\n\n\n\n<p class=\"\">While employers are under no obligation to carry out an pay equity audit, they do have a responsibility to ensure that employees receive equal pay for equal work. The most effective way to be confident of this is to carry out an audit.<\/p>\n\n\n\n<p class=\"\">A pay equity audit is a structured risk assessment tool that enables you to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Identify where men and women are doing equal work and compare their pay.<\/li>\n\n\n\n<li class=\"\">Identify and explain the reasons for any pay differences.<\/li>\n\n\n\n<li class=\"\">Eliminate any pay differences that are either directly or indirectly discriminatory.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-link-color wp-elements-56992233228462627a84b5c621caca06\">Pay equity audits also provide you with the information you need to make targeted adjustments that will ensure compliance with the law and help close the pay gap. If you have <a href=\"https:\/\/www.brightmine.com\/uk\/products\/pay-equity-analytics\/\">advanced pay equity software<\/a>, you can also measure pay gaps across multiple demographics.<\/p>\n\n\n\n<p class=\"\">Though pay equity audits can be extremely effective, when done incorrectly, they can lead to innaccurate results, low morale and even lawsuits if identified inequalities are not addressed. If you&#8217;re conducting your first pay equity audit, take time to make thorough preparations. This includes the following: <\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Acquiring the right data.<\/li>\n\n\n\n<li class=\"\">Setting objectives.<\/li>\n\n\n\n<li class=\"\">Gaining buy-in from stakeholders.<\/li>\n\n\n\n<li class=\"\">Acquiring a pay gap software solution.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Accounting for Intersectionality<\/h2>\n\n\n\n<p class=\"\">In addition to implementing the five strategies above, leaders need to account for one more factor: intersectionality. That is, the compounding discrimination people face when they hold multiple identities. When it comes to pay, data consistently shows that intersectionality plays a role in widening pay gaps, as women who are also black or latina face larger pay gaps than white women. <\/p>\n\n\n\n<p class=\"\">To account for intersectionality, you&#8217;ll need visibility over not only gender, but also other employee demographics that impact pay. It will also help to ensure that the pay equity strategy aligns with the greater diversity, equity and inclusion (DEI) strategy, and that DEI stakeholders are kept in the loop on pay equity initiatives.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"\">Clearly, the answer to how to close the gender pay gap is not simple. It requires a holistic approach that includes implementing fair pay policies, promoting pay transparency, monitoring decisions and more. Still, by addressing these issues collectively, organizations can strive towards achieving equal opportunities, economic empowerment for all genders, and business success.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">1. <a href=\"#review-policies-and-documents\">Review policies and documents<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">2. <a href=\"#practice-pay-transparency\">Practice pay transparency<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">3. <a href=\"#limit-managerial-discretion\">Limit managerial discretion<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">4. <a href=\"#monitor-decisions-over-time\">Monitor decisions over time<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\">5. <a href=\"#conduct-pay-equity-audits\">Conduct pay equity audits<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Access our complete library of policies<\/h3>\n\n\n\n<p class=\"\">This policy is designed to complement our accompanying Equality, diversity and inclusion (EDI) policy. <\/p>\n\n\n\n<p class=\"\">For full access, sign up to a subscription to the HR &amp; Compliance Centre today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\" \/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-10623 resources type-resources status-publish has-post-thumbnail hentry category-whitepapers topic-hr-compliance topic-inclusion-belonging\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; 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margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/ada-and-reasonable-accommodation-strategies-for-changing-times\/\" target=\"_self\" >ADA and reasonable accommodation strategies for changing times<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns has-primary-gray-color has-text-color has-link-color wp-elements-b942f8f6b41a26944c386d39f1d67776 is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px;flex-basis:100px\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"128\" height=\"128\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/03\/12085517\/Brightmine_Favicon_128px.png\" alt=\"\" class=\"wp-image-681\" style=\"border-radius:25px;object-fit:cover;width:100px;height:100px\"\/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"padding-right:10px;padding-left:10px\">\n<p class=\"\"><strong>Brightmine<\/strong><\/p>\n\n\n\n<p class=\"\">With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight \u2013 empowering HR leaders to deliver brighter business outcomes.<\/p>\n\n\n\n<p class=\"\">For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology, and trusted HR expertise.<\/p>\n\n\n\n<p class=\"\">Brightmine is a division of LexisNexis Data Services within RELX\u00ae, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.<\/p>\n\n\n\n<p class=\"\">Follow Brightmine on <a href=\"https:\/\/www.linkedin.com\/company\/brightmine\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background 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class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Checklists<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #000000\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/wage-hour\/wage-and-hour-compliance-mistakes-cost-millions\/\">Wage and hour compliance mistakes cost millions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Are your wage and hour practices audit ready? Download our free wage and hour compliance checklist to make &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to learn more?<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Sign up for a FREE 7 day trial and access subscriber-only articles and tools.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|register-now\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Register now<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Closing the gender pay gap supports various key performance indicators, including talent management and organizational performance. Learn how to close the gap with these five strategies.<\/p>\n","protected":false},"author":24,"featured_media":4564,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[9],"tags":[],"topic":[28,26],"class_list":["post-4408","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-inclusion-belonging","topic-pay-equity"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>5 ways to close the gender pay gap | Brightmine<\/title>\n<meta name=\"description\" content=\"Learn how to close the gender pay gap with five strategies that influence the biggest gap contributors at work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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