Pay Equity Audit Checklist Template (HR)
Ensure fair compensation & mitigate legal risks with our Pay Equity Audit Checklist. Proactively identify and address potential pay disparities, build a culture of transparency, and demonstrate your commitment to equal pay for equal work. Download now & stay compliant!
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Data Collection & Preparation
Gathering and organizing necessary data for pay equity analysis.
Start Date of Data Collection
End Date of Data Collection
Number of Employees Included in Dataset
Data Source(s)
Notes on Data Limitations or Known Issues
Raw Data File (e.g., CSV, Excel)
Data Privacy Compliance Checked?
Job Evaluation & Classification
Ensuring jobs are accurately evaluated and classified based on their requirements and contributions.
Describe the Job Evaluation Methodology Used (e.g., Point Factor, Hay, etc.)
Number of Job Evaluation Factors Used
Which Job Evaluation Factors Were Considered?
Job Leveling System Used?
Describe the process for assigning jobs to levels.
Number of Job Levels Defined
Compensation Data Analysis
Performing statistical analysis to identify potential pay disparities.
Average Salary for Job Title X
Median Salary for Job Title X
Salary Range Minimum for Job Title X
Salary Range Maximum for Job Title X
Statistical Method Used (e.g., Regression, ANOVA)
Summary of Statistical Analysis Results
R-Squared Value (if applicable)
Demographic Data Review
Analyzing compensation data in relation to protected characteristics (e.g., gender, race/ethnicity).
Number of Employees Analyzed
Gender Distribution (Overall)
Race/Ethnicity Distribution (Overall)
Percentage of Employees in Each Gender Group (by Job Level)
Percentage of Employees in Each Race/Ethnicity Group (by Job Level)
Notes on Data Collection and Limitations
Review of Job Descriptions
Verifying job descriptions accurately reflect job duties and responsibilities.
Job Title Accuracy: Does the job title accurately reflect the duties performed?
Summary of Duties: Is the summary of duties clear, concise, and up-to-date?
Essential Functions: Are all essential functions clearly listed?
Experience Required (Years): Verify years of experience align with duties.
Skills Verification: Do listed skills accurately represent requirements?
Physical Requirements: Are physical requirements clearly outlined and justifiable?
Attach Updated Job Description (if applicable)
Review of Salary Ranges
Examining salary ranges for consistency and appropriateness.
Minimum Salary for Job Level 1
Maximum Salary for Job Level 1
Salary Range Adjustment Frequency
Description of Factors Influencing Range Setting
Salary Range Spread (High-Low Ratio)
Range Adjustment Approval Process
Date of Last Salary Range Review
Analysis of Performance Ratings
Assessing the relationship between performance ratings and compensation.
Average Performance Rating Distribution (Scale: 1-5)
Performance Rating Criteria Used (Select all that apply)
Percentage of Employees Receiving 'Exceeds Expectations' Rating
Correlation Coefficient between Performance Rating and Salary Increase
Notes on any observed biases in performance rating allocation
Performance Review System Used?
Identification of Disparities
Identifying statistically significant pay disparities.
Statistical Significance Level (p-value)
Primary Disparity Observed (Gender, Race/Ethnicity, Other)
Average Pay Gap (%) for Affected Group
Detailed Description of Observed Disparity
Job Level(s) Most Affected
Affected Job Titles (Select all that apply)
Root Cause Analysis
Investigating the underlying reasons for identified disparities.
Describe potential historical factors contributing to pay disparities (e.g., past hiring practices, promotion criteria).
Were there any systematic biases in performance review processes?
Was there a prior salary history inquiry?
Explain any inconsistencies between job descriptions and actual job duties.
Quantify the average time difference between promotion for different demographic groups (in months).
Was there a standardized interview process?
Remediation Plan Development
Creating a plan to address and eliminate identified pay inequities.
Summary of Identified Pay Disparities
Proposed Remediation Strategies
Estimated Cost of Remediation (USD)
Target Completion Date for Remediation
Affected Employee Groups
Communication Plan (how findings will be communicated to employees)
Number of Employees Impacted
Plan Implementation & Monitoring
Putting the remediation plan into action and tracking its effectiveness.
Implementation Start Date
Number of Employees Impacted by Adjustments
Communication Strategy - Method
Summary of Communication Sent to Employees
Date of First Follow-Up Review
Percentage of Pay Gaps Closed (Target)
Review Outcome
Notes/Comments on Implementation Progress
Documentation and Reporting
Maintaining records of the audit process and reporting findings to stakeholders.
Audit Start Date
Audit Completion Date
Executive Summary of Findings
Detailed Methodology Description
Statistical Analysis Report
Audit Scope (e.g., entire company, specific departments)
Number of Employees Included in Analysis
Summary of Remediation Plan Actions
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