In episode 121, Coffey talks with Sally Loftis about changing perspectives regarding compensation practices. They discuss the differences between pay transparency, pay equity, and pay justice; why some states recently passed laws requiring salary ranges in job postings; the difference between pay equity and pay parity; what organizations can do to measure and improve pay equity; building the internal employee pipeline through mentorship, training, job rotation, and access to "communities of practice"; employers’ responsibility to provide a "living wage"; and the reality of "unlimited PTO".
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About our Guest:
Sally Loftis is the Managing Director at Loftis Partners, a 100% woman-owned human resources consulting firm located in the Blue Ridge Mountains of North Carolina. Loftis Partners specializes in strategy, people, facilitation, and pay justice. Since launching in August 2020, Sally and her firm have worked with 54 clients across 3 continents. Sally works at the intersection of human resources, organization development, and social justice. She's a human resources consultant who specializes in people strategy and pay equity. She completed her master's thesis on pay equity in nonprofits. Most recently, she was published in the Journal for Applied Behavioral Sciences (Building Trust Through Action Learning in An Uncertain Transorganizational Context)
Sally Loftis can be reached at:
https://www.linkedin.com/in/sallyloftisloftis/
https://www.instagram.com/loftispartners/
https://www.loftispartners.com/
HR Hacks for Leaders: How to Conduct a Pay Equity Assessment — Loftis Partners
About Mike Coffey:
Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.
In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.
Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.
Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year.
Additionally, Imperative has been named the Texas Association of Business’ small business of the year and is accredited by the Professional Background Screening Association.
Mike is a member of the Fort Worth chapter of the Entrepreneurs’ Organization and volunteers with the SHRM Texas State Council.
Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).
Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.
Learning Objectives:
1. Understand the concepts of pay transparency, pay equity, pay justice, and their interrelationship.
2. Learn processes to measure pay equity.
3. Explore strategies organizations can implement to improve pay equity