Mini Seminar: Gender Based Pay Practices: What HR Professionals Really Need to Know
|Date:||March 15, 2017, 2:30pm – 5:00pm|
150 Third Street
Baton Rouge, LA
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Jim offers seasoned experience as a strategic and organizational planning consultant, change agent, and executive. He has assisted numerous clients implement the organizational architecture, structure, infrastructure, and strategic plans required to achieve their visions and goals. In addition, he has assisted other organizations build strategically-focused and highly successful compensation, reward and other human resource management programs by introducing forward thinking approaches to talent management.
During his career Jim has served as the CHRO for several prominent organizations including Advocate BroMenn Healthcare (Bloomington, IL), Our Lady of the Lake Regional Medical Center (Baton Rouge, LA), SCAN Health Plan (Long Beach, CA), and the Louisiana Legislative Auditor (Baton Rouge, LA). He has also been associated with several leading consulting firms including Ernst & Young LLP, Hay Management Consultants, and First Transitions. Jim currently maintains an independent consulting practice under the umbrella of JT Stodd & Associates. He has provided consulting services to a diverse mix of clients including those in the healthcare, manufacturing, technology, construction, professional services, petrochemical, finance, education and nonprofit sectors.
In addition to his career as a management consultant, Jim also teaches classes in Organizational Leadership and Human Resource Management at Louisiana State University. Prior to that he taught related subjects at the University of California-Irvine where he received UCI’s “2010 Distinguished Instructor” award. His educational preparation includes a B.A. in Psychology from Saint Louis University and a M.S. in Industrial/Organizational Psychology from Illinois State University. He also completed extensive post-graduate work at the Industrial Relations Center of the University of Minnesota. Jim has earned lifetime certification as a “Senior Professional in Human Resources” (SPHR) awarded by the Human Resource Certification Institute.
Over the years our society has developed growing concern with employer practices that result in pay inequities in the workplace, most importantly gender-based discrimination. Concern with these inequities makes it a social and business imperative that employers proactively address pay discrimination by taking steps towards “assurance” and if necessary “remediation”.
Of late society’s concern has caused the EEOC and OFFCP to jointly call for additional data, a renewed focus on “systemic discrimination”, and for the use of new enforcement methods and tools which identify the patterns and practices that perpetuate inequities, all be they systemic and unintentional. Part of their collective solution is to require employers to provide detailed pay information as part EEO-1 filing effective for the 2017 report. In addition, as part of their law enforcement strategy both the EEOC and OFFCP will be focusing more attention and resources toward identifying systemic discrimination within the workplace.
The purposes of this program are to:
- Familiarize participants with the magnitude of the problem and both its legal and strategic implications,
- Review the new pay reporting requirements that are affective with 2017 EEO-1 reports, as well as how the EEOC/OFCCP intend to use the pay data collected via those reports,
- Provide a detailed review of the investigative processes and procedures contained within the EEOC Compliance Manual as they pertain to gender-base and other forms of pay discrimination, including the use of various “threshold” and statistical tests that the EEOC/OFCCP may use, thereby
- Equipping employers to conduct effective “self assessments” using the principles, methods and practices most likely to be used by compliance agencies, and
Offering recommendations on the steps employers should take to prevent systemic pay discrimination, as well as effectively address any anomalies identified during their self assessments that suggest desperate impact with respect to their pay practices.
Case for Business Credits
- The content of this program is relevant from both a compliance and strategic perspective, and requires an organization-wide “systemic” view.
- The recommendations of this program will necessarily require interdepartmental cooperation extending beyond HR to include Finance, Payroll, IT, Legal and perhaps Community/Public Relations for successful inquiry and solutions.
- The focus of the program is upon “systemic discrimination” and how to both identify and remediate those patterns. Doing so effectively has significant ramifications in terms of the organization’s larger mission, values, bottom-line and strategic effectiveness.
- Conducting effective compliance reviews and self-assessments requires pro-active and critical thinking skills, as well as provides tools necessary for influencing, negotiating and change leadership.