Base Pay Market Analysis & Equity Review
Build defensible pay ranges with market benchmarks and equity analysis
What You Can Do
Analyze market salary data to construct statistically sound competitive pay ranges for your organization. Identify gender and demographic pay equity gaps within your current workforce using defensible methodology. Generate specific pay adjustment recommendations backed by market data and statistical evidence that you can confidently present to leadership.
Features
Systematically analyze publicly available market salary data by role, level, geography, and industry to establish realistic compensation benchmarks
Build statistically rigorous pay ranges using percentile analysis (typically 25th, 50th, 75th) with transparent methodologies you can document and defend
Identify significant pay gaps between employees by gender, race, and demographics, flag statistically significant disparities, and quantify equity issues
Determine whether your current pay is lagging, meeting, or leading the market for each role and level across different employee segments
Generate specific pay adjustment proposals with supporting calculations, business case justification, and phased implementation timelines
Create clear, transparent documentation of your analysis approach, assumptions, and data sources to withstand internal and external scrutiny
Flag potential regulatory concerns related to fair pay practices, Equal Pay Act compliance, and discrimination risk based on your analysis
Example Output
Market Benchmarking Summary:
- Senior Software Engineer (SF Bay Area): 25th%=$165K, Median=$195K, 75th%=$230K
- Your current range: $170K-$210K (slightly below market median)
Pay Equity Analysis:
- Gender Gap (Female vs Male SEs): $12K average gap (6% difference), statistically significant (p<0.05)
- Recommended adjustment for 3 women engineers: $15K total annual investment
Competitive Positioning:
- Target 60th percentile for retention competitiveness
- Projected adjustment: Shift range to $185K-$225K
- Investment estimate: $220K in year 1, declining in year 2
Action Plan:
- Immediate: Adjust identified equity gaps (Month 1)
- Phased: Raise range floors to 50th percentile (Months 2-4)
- Strategic: Target 60th percentile (Year 2)
What's Included
- Market Data Analysis Framework: Step-by-step process for collecting, validating, and analyzing market salary data from Bureau of Labor Statistics, Glassdoor, Levels.fyi, and industry surveys
- Pay Range Templates: Ready-to-use spreadsheet templates for organizing role/level data, calculating percentiles, and visualizing pay band structures
- Equity Gap Assessment Methodology: Statistical framework for identifying pay disparities by protected characteristics with guidance on significance testing and acceptable thresholds
- Adjustment Recommendation Tool: Structured approach to sizing adjustments, calculating total investment, creating business cases, and developing multi-year implementation plans
- Documentation & Communication Templates: Executive summary template, detailed methodology document, board presentation slides, and employee communication guidance
- Compliance & Risk Checklist: Review checklist covering Equal Pay Act, Fair Labor Standards Act, state pay transparency laws, and anti-discrimination considerations
Who It's For
- Compensation & Benefits Specialists
- HR Directors and CHRO leaders
- Finance leaders managing talent budgets
- Organizational development consultants
- People operations leaders
Best For
- Annual compensation benchmarking and pay band reviews
- Designing pay scales for new organizational structures
- Pay equity audits and gap remediation planning
- Building business cases for compensation investments
- Preparing compensation strategy and recommendations for board/leadership
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