HR dashboard · Pay equity
Pay equity analysis with the adjusted gap explained
Compare pay for people doing comparable work, see how much of the overall gap comes from job mix and how much remains within roles, and flag cohorts for a closer review with HR and legal counsel.
Live examples
The dashboard this question builds
KPIs, charts, the records behind them and an AI summary of what to do next. Hover any chart for values or open its table view.
Show our gender pay gap unadjusted and adjusted for job family, level, tenure and location, and flag cohorts where the gap is statistically significant.
Pay equity review
Unadjusted gap
14.8%
-1.1 pts women's vs men's median
Adjusted gap
2.1%
-1.3 pts 95% CI 0.6% to 3.6%
Cohorts flagged
3 of 26
-2 significant at 95%
Est. adjustment
$48.7K
0.23% of base payroll
| Step | Change |
|---|---|
| Unadjusted | 14.8% |
| Job family | -7.9% |
| Job level | -3.1% |
| Tenure | -1.2% |
| Location | -0.3% |
| Performance | -0.2% |
| Adjusted | 2.1% |
| Item | Men's median base pay | Women's pay as % of men's |
|---|---|---|
| Assembler I | $41K | 101% |
| Customer Service Rep | $44K | 101% |
| Assembler II | $46K | 99% |
| Machinery Mechanic II | $62K | 99% |
| Engineering Technician | $64K | 99% |
| Sales Rep, Technical | $66K | 93% |
| Production Supervisor | $68K | 95% |
| Accountant | $72K | 99% |
| Industrial Engineer | $88K | 99% |
| Electrical Engineer II | $106K | 99% |
| Software Developer II | $112K | 99% |
| Software Developer III | $134K | 93% |
| Cohort | W / M | Adj. gap | Significance | Adjustment |
|---|---|---|---|---|
| Software Developer III | 4 / 10 | 6.8% | Significant | $21.3K |
| Sales Rep, Technical | 8 / 19 | 4.2% | Significant | $20.8K |
| Production Supervisor | 4 / 10 | 4.6% | Significant | $6.6K |
| Accountant | 4 / 5 | 1.1% | Not significant | Monitor |
| Electrical Engineer II | 2 / 12 | 0.8% | Small cohort | Monitor |
What changed and what to do
- Warning: Software Developer III shows a 6.8% adjusted gap across 14 people, significant at the 95% level. Three of the four women joined at offers below the current band midpoint.
- Info: Most of the 14.8% unadjusted gap reflects job mix. Women hold a larger share of Customer Support roles and a smaller share of Engineering roles, which accounts for 7.9 points.
- Good: The adjusted gap narrowed from 3.4% to 2.1% over 12 months, and 23 of 26 cohorts show no statistically significant difference.
AI summary
The unadjusted gender gap in median base pay is 14.8%, and the adjusted gap is 2.1% after accounting for job family, level, tenure, location and performance rating. Three cohorts show statistically significant adjusted gaps, with an estimated $48.7K in annual adjustments, about 0.23% of base payroll. These figures are statistical indicators for a structured review. Recommend reviewing the three flagged cohorts with HR and legal counsel, confirming the job-level data behind them, and deciding on adjustments in the January compensation cycle.
Ask next
- Run the same analysis by race and ethnicity
- Show starting offers by cohort
- Which flagged employees are below band midpoint?
Sample data for a fictional company. Your dashboards run on your own connected systems.
Why it matters
What this view changes
Seeing the unadjusted and adjusted gaps side by side explains how much of a pay difference comes from job mix and how much remains within comparable roles.
Every flag carries its cohort size and statistical significance, so reviews focus on differences that hold up.
The view flags cohorts for review and leaves decisions to HR, finance and legal counsel, with access limited to the people who run that process.
Metrics glossary
The metrics behind these dashboards
How each number is defined, so everyone reads it the same way.
- Unadjusted pay gap
-
The difference between the median pay of two groups across the whole workforce, as a share of the reference group's median. It reflects job mix as well as pay within roles.
Formula(Men's median pay − Women's median pay) ÷ Men's median pay × 100
- Adjusted pay gap
-
The difference that remains after statistically controlling for legitimate pay factors such as job, level, tenure, location and performance, usually estimated with a multiple regression on log pay.
FormulaGroup coefficient from a regression of log pay on pay factors
- Statistical significance
-
Whether a gap is unlikely to come from random variation alone. A 95% confidence level (p < 0.05) is a common threshold, and small cohorts need larger gaps to reach it.
- Compa-ratio
-
An employee's base pay relative to the midpoint of their pay range, used to compare pay position within a band.
FormulaBase pay ÷ Pay range midpoint
Connections
How your systems connect
Supported APIs and exports sync into a private RapidDashboard store you approve. Dashboards read from that store, so source systems keep their normal load.
BambooHR, Rippling
PullsJob, level, department, location, hire date, self-reported demographics
Official HRIS APIs, with demographic fields restricted to authorized users.
Gusto, ADP Workforce Now
PullsBase pay, pay history, pay bands
Payroll APIs on a scheduled, audited sync into your private store.
Lattice
PullsPerformance ratings by review cycle
API export, used as a control factor in the adjusted analysis.
Restricted to the people who run pay reviews
Pay equity analysis combines compensation with demographic data, two of the most sensitive fields an employer holds. RapidDashboard keeps them in a private data store and limits this dashboard to the HR, finance and legal users you name, with every view logged. AI features are optional and run on enterprise endpoints whose terms prohibit training on your data.
FAQ
Pay Equity dashboards: common questions
What is the difference between the adjusted and unadjusted pay gap?
The unadjusted gap compares the median pay of two groups across the whole company, so it reflects who holds which jobs as well as pay within jobs. The adjusted gap compares people in comparable roles after accounting for factors such as job, level, tenure and location, so it shows the difference that remains within similar work.
How is an adjusted pay gap calculated?
Analysts typically run a multiple regression of log base pay on legitimate pay factors, such as job family, level, tenure, location and performance, plus a group indicator. The coefficient on the group indicator approximates the adjusted gap as a percentage, and its confidence interval shows whether the gap is statistically significant.
Is a pay equity dashboard legal advice?
No. The dashboard surfaces statistical indicators from your own data to support a structured review. Pay equity laws vary by jurisdiction, so review findings with qualified legal counsel before deciding on any action.
Who can see pay equity data in RapidDashboard?
Only the HR, finance and legal users you authorize. The dashboard runs on a private data store with role-based access and logged views, and AI features are optional.
Keep exploring
Related example dashboards
See dashboards like these on your own data
Fifteen minutes with an AIBMM™ Certified Coach: bring one question, leave with the dashboard it would build on your systems.
Schedule a demo