Nýsköpunarsjóður atvinnulífsins fjárfestir í PayAnalytics | Lesa fréttatilkynningu

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Að beita gagnadrifnum aðferðum til að loka launabilum | grein fyrir insideBIGDATA

Margrét Vilborg Bjarnadóttir (@mvilborg2) stofnandi @payanalytics skrifaði gestagrein í @insideBigData um hvernig eigi að beita gagnadrifnum aðferðum til að loka launabilum. #PayGaps

"Demographic pay gaps, including the gender pay gap, are the result of more complex factors than just a desire to minimize payroll expenses. They stem from unconscious biases and processes that are better suited to one group compared to another. And, as multiple executives have found out, good intentions and “mindfulness” are not enough to eliminate the gaps."


How data and analytics are essential to the process of closing pay gaps — a blog post for PRCA

In a recent blog post for PRCA PayAnalytics Co-founder and Chairman Margrét Bjarnadóttir explains in a nutshell how data and analytics are essential to the process of closing pay gaps – and keeping them closed. She explains, among other things, the two types of pay gaps most commonly mentioned in the press and the difference between the two. The blogpost also embeds a video where Margrét amongst others discusses the role of ethics and fairness when closing pay gaps. The discussion was a part of the PRCA Ethics month.

Margret Bjarnadottir wrote for Ms. Magazine: We’re Not Waiting 200 Years to Close the Gender Pay Gap

The World Economic Forum estimates that it will take over 200 years to close the gender pay gap. No one should have the patience to wait that long. How can we accelerate change? The answer may lay in data and models with a good dose of transparency.

The journey starts with gathering the data and understanding the pay structure. Then companies move on to identifying areas for improvement and eliminating unexplained demographic pay gaps through corrective action—in other words, ensuring equal pay for equal work.

Viðtal við Víði Ragnarsson í hlaðvarpsþættinum Á Mannauðsmáli

Unnur Helgadóttir stjórnandi þáttarins á Mannauðsmáli tekur í sjöunda þætti þáttarins viðtal við Víðir Ragnarsson hjá Orkuveitu Reykjavíkur. Víðir er sérfræðingur í viðskiptagreind á mannauðssviði OR. Víðir fer meðal annars yfir það hvernig Orkuveitunni tókst að eyða launabili kynjanna og hvað þarf til að halda stöðunni þannig.

Nýsköpunarsjóður atvinnulífsins fjárfestir í PayAnalytics

Nýsköpunarsjóður atvinnulífsins hefur fjárfest  fyrir 65 milljónir króna í hugbúnaðarfyrirtækinu PayAnalytics . 

PayAnalytics hefur þróað jafnlaunalausn í skýinu sem hefur vaxið hratt á undanförnum árum. Lausnin er nú þegar notuð af rúmlega 50 fyrirtækjum og stofnunum á Íslandi sem samanlagt hafa yfir 30.000 starfsmenn, eða um 14% af íslenskum vinnumarkaði.

42% of organizations are planning for pay equity adjustments in 2020 according to the recently published @WorldatWork 2019-2020 Salary Budget Survey. Is yours one of them? PayAnalytics can help. Our customers use PayAnalytics to assist them in every step on the way towards a transparent and fair pay structure. Our software solution recommends individual raises to close the gap, quickly detects outliers, gives an overview of the cost to help with the budgeting, and so much more.

Viðtal við stofnanda PayAnalytics í Kjarnanum

Margrét Vilborg Bjarnadóttir, stofnandi íslenska sprotafyrirtækisins PayAnalytics, hlaut nýverið aðalverðlaun alþjóðlegs þings Heimssamtaka frumkvöðla- og uppfinningakvenna (GWIIN). Hún ræddi við Kjarnann um hvernig stærðfræðin getur verið notuð sem vopn gegn launamun kynjanna, hvernig hægt er að hjálpa fyrirtækjum að lækka launabil sitt og karllægu akademíuna í Bandaríkjunum.

PayAnalytics co-founders David Anderson and Margrét V. Bjarnadóttir wrote an article together with Cristian Dezso and David Gaddis Ross for Harvard Business Review about closing the gender pay gap.

Gender pay equity has become a big point of contention at many companies. Not only have politicians and other public figures spoken out against the gender pay gap, but there has also been a rising tide of high profile lawsuits targeting major employers, most notably in the U.S., with all the bad publicity and financial liability they entail.