The wage gap has become an increasingly essential issue, especially in tech.
When considering a prospective employer, 69 percent of job seekers in Built In’s 2021 State of DEI In Tech report say that wage transparency and equitable pay is very important.
San Francisco companies are doing something about it. At Duetto, a data travel company that provides revenue strategies to hotels and casinos, leadership utilizes an approach that all team members are very familiar with: analyzing data.
Every year, the company reviews staff member salaries. Benchmark data is then used to ensure that everyone is being paid a fair market rate. That way, if someone is below that threshold, it’s easily noticeable and rectifiable.
“Additionally, we make sure that people doing the same work are being paid in the same salary range,” Abby Cleghorn, Duetto’s senior director of people operations, said.
Built In San Francisco spoke with Cleghorn to learn more about pay equity at Duetto, and the metrics they have in place to track their progress.
What steps have you taken to understand and address any wage gaps that may have existed in your company?
We review all salaries on an annual basis. During this time, we use benchmark data to ensure that we have an accurate view of the market and flag anyone who is below market. Additionally, during this process, we make sure that people doing the same work are being paid in the same salary range.
We use Option Impact benchmark data to do our compensation review. All of our employees are already in the system, mapped to a corresponding job. Option Impact has a great dashboard that shows a snapshot of each employee, along with the corresponding data at the 25th, 50th and 75th percentiles.
When it comes to determining raises, how do you ensure the process is transparent and unbiased?
Leaders throughout the organization are able to weigh in on compensation adjustments for their people, but the executive leadership team gives a final sign off to ensure that the process is transparent and unbiased.
We rely heavily on benchmark data to keep us honest.’’
What goals or metrics do you have in place to track your progress toward pay equity and hold your company accountable?
We rely heavily on benchmark data to keep us honest. We also keep a close eye on the number of people who receive promotions to ensure that people of all gender identities are given advancement opportunities.
