Audit advanced Works with: Any AI

Pay Equity Screening for Unexplained Gaps

Table output Has example

Look for gaps between groups that need explaining.

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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.

Screen for pay gaps. Anonymised data with role, level, tenure, location and pay, plus group markers if lawfully held: [PAY_EQUITY_DATA].

Compare average and median pay between groups overall and within role and level. Show the arithmetic. Identify gaps that role, level or tenure do not explain, and list questions to investigate. Do not draw legal conclusions.

Return a table and a plan. Handling of group data and gap reporting are regulated and need expert advice [VERIFY] for [JURISDICTION].

Add a worked comparison with invented data: median pay for group A is 41,000 and for group B is 38,500, a gap of 2,500 or 6.1 percent of group A's median. Within level 3 the gap is 800 or 1.9 percent, suggesting that most of the overall gap relates to level distribution. Show the calculations. Questions to investigate: promotion rates, starting pay, negotiation patterns and career breaks. Handling of this data is sensitive; report only to those who need it and follow expert advice [VERIFY].

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Invented anonymised data. Median pay: group A 41,000; group B 38,500. Gap = 2,500, which is 2,500 / 41,000 = 6.1 percent.
Within level 3: median A 43,000, B 42,200; gap 800 = 1.9 percent.
Reading: most of the overall gap relates to the distribution across levels, with a smaller gap within level.
Questions: promotion rates, starting pay, negotiation, career breaks.
No legal conclusion drawn; handle group data under expert advice [VERIFY].
Next steps: check starting pay by group for the last three hiring rounds; review promotion rates over two years; share findings with a small group only.

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