Pay transparency is gaining a lot of traction in recent times. Does that exists without pay equity? Simple answer is Pay Equity is a prelude to Pay Transparency. So what do we mean by pay equity? Why is important to look at equity annually? If pay equity is not followed by transparency what happens? This webinar will take a deeper dive into the process of pay equity and pay transparency. It will discuss the advantages of a proactive pay equity analysis and the best practices in the field. Pay transparency is coming into law in many states – how is that going to affect attraction and retention of talent. Building a brand reputation, is very important in today’s world to attract talent. We will discuss the analytics behind equity and transparency: how frequently do you need to run pay equity analytics; objective behind equity and transparency; when and how to communicate; some regulations regarding OFCCP audits etc. We will also have time for a lot of interactive questions.
Ishita Sengupta, PhD
Senior Principal, Mercer Workforce Strategy & Analytics
Ishita Sengupta has 19 years of experience as a Labor economist. Her analytical research has been published in various trade journals over the years. At Mercer for nearly 9 years, she has worked on internal labor market analysis for companies and planning for a sustainable workforce in the future using both internal and external labor market analyses. She is experienced in predictive modeling, which includes pay equity analysis, turnover analysis, and labor optimization modeling. She continuously works on Diversity and Inclusion analytics for the financial services industry, sports industry, retail and healthcare industry.
Ishita has directed research activities on comparing labor costs for firms across similar industries and has liaised with advocacy, labor, and business groups to ensure the accuracy of her findings. She has also testified in state senate hearings. Before joining Mercer in 2015, Ishita worked in a research think tank for 11 years as a Director of their research wing.
In addition to her professional achievements, Ishita Sengupta also serves as an adjunct faculty member at Georgetown University, where she imparts her knowledge of human resource analytics to graduate students.
Her academic journey culminated in attaining a PhD in Economics from the University of Connecticut.
Jonathan Cottrell, PhD
Principal, Mercer Workspace Strategy & Analytics
Jonathan Cottrell is a Principal with Mercer’s Workforce Strategy & Analytics team and is based in Washington, DC. Jonathan assists in delivering analytical insights to large companies related to pay equity, performance improvement, workforce diversity, and other workforce analytics.
He is the lead author on a seminal 2015 Journal of Applied Psychology paper cited 50+ times entitled, “Explaining the Black–White Gap in Cognitive Test Scores: Toward a Theory of Adverse Impact.”
Jonathan has a deep interest in issues of DEI as they relate to the employee lifecycle and has strong interest in applying basic and advanced research methodologies to address these and other organizational issues.
• Over 10 years of consulting experience with the last 6 years focused on Human Capital Consulting at Mercer
• His experience spans a wide variety of topics, with a primary focus on the following:
‒Workforce Strategy & Analytics: Pay Equity, Strategic Workforce Planning, Business Impact Modeling, Internal Labor Market Analysis, External Labor Market Analysis
•Recent Projects have focused on:
‒Statistical modeling to understand drivers of promotion and employee culture, creating a DEI scorecard to create and track diverse representation goals, and quantifying drivers of turnover to improve organizational retention
• Jonathan is co-chair of Washington DC’s Racial & Ethnic Diversity Business Resource Group, whose mission is to create a more diverse and inclusive environment at Mercer for employees of various cultural/ethnic backgrounds
• Graduated from University of Illinois at Urbana-Champaign, 2017, PhD in Industrial/Organizational Psychology with a minor in Quantitative Psychology
• Prior to joining Mercer in 2018, Jonathan worked as a Research Scientist at PeopleAdmin
Timeline
8:00am - 8:45am - Registration + Breakfast + Networking
8:45am - 9:00am - Interactive Team Building Activity
9:00am - 10:30am - Program
10:30am - 11:00am - Networking
ORDER TO QUALIFY FOR 1.5 HRCI + SHRM CREDITS
PROGRAM ATTENDANCE IS REQUIRED
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