In your EVP, make a public, transparent pay equity commitment, share goals, audit results, and progress, detail pay transparency policies, highlight inclusive benefits, showcase employee testimonials, define accountability, address intersectionality, enable feedback, support industry efforts, and discuss ongoing challenges.
How Should Companies Address the Gender Pay Gap Within Their EVP Communication?
AdminIn your EVP, make a public, transparent pay equity commitment, share goals, audit results, and progress, detail pay transparency policies, highlight inclusive benefits, showcase employee testimonials, define accountability, address intersectionality, enable feedback, support industry efforts, and discuss ongoing challenges.
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Commit to Pay Equity and Communicate Progress
Companies should make a clear public commitment to pay equity in their Employer Value Proposition (EVP) communications. Transparently outline the company’s goals, the actions taken to close the gap, and report on the progress periodically. Sharing data—even in broad strokes—shows accountability and builds trust with both current and potential employees.
Highlight Gender Pay Gap Audits and Results
Acknowledge that pay gaps may exist and demonstrate a proactive approach by communicating about regular gender pay audits. Summarize findings and, most importantly, the strategies informed by those results. Transparency in this area signals to talent that the company is serious about addressing and overcoming disparities.
Emphasize Pay Transparency Policies
Include clear descriptions of pay transparency practices within EVP messaging. When companies outline how salary ranges are determined, progression is measured, and compensation is reviewed, it reassures candidates that systematic biases are actively mitigated.
Showcase Inclusive Benefits and Advancement Opportunities
Use EVP communication to promote benefits and career development programs designed to support all genders, particularly those susceptible to pay gaps (like parental leave, mentorship, or leadership pathways). Highlighting these aspects illustrates a holistic approach to pay equity.
Feature Testimonials from Employees
Incorporate real employee stories or testimonials focused on fair treatment, advancement, and satisfaction with pay fairness. First-person narratives enhance credibility and allow prospective hires to envision equitable experiences within the organization.
Outline Steps for Resolution and Accountability
Clearly state which teams or leaders are responsible for monitoring pay equity, how issues are escalated, and what remedial steps are taken when disparities are identified. Defining the process in EVP messaging underpins the company’s seriousness and approachability on this issue.
Address Intersectionality in Pay Equity
Acknowledge that the gender pay gap can intersect with other forms of bias (race, disability, etc.). Communicating a nuanced approach in EVP not only shows a deeper understanding of the issue but positions the company as progressive and conscientious.
Provide a Forum for Employee Feedback
Describe mechanisms in place for employees to voice concerns or suggestions about pay equity anonymously or openly, and what typically happens after feedback is received. Empowering current employees helps attract talent by illustrating a participatory culture.
Publicly Support Broader Industry Initiatives
Showcase involvement in industry groups, advocacy coalitions, or community events aimed at eliminating the gender pay gap. Publicly aligning with such causes can reinforce EVP messaging and attract candidates who share those values.
Transparently Discuss Challenges and Next Steps
Acknowledge that achieving true pay equity is a continuous journey, not a one-time fix. Use EVP materials to openly discuss persistent challenges and outline clear next steps, signaling humility, realism, and long-term commitment to positive change.
What else to take into account
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