TRUSAIC You may be familiar with the expression, "it's not when deciding which channels you'll use for which what you say, but how you say it" and the state­ message. ment couldn't be any more appropriate in the context of pay equity. The delivery of sensitive To further help you understand the importance of information relating to pay is critical. key messaging through different channels, we've provided some examples on the following pages. When creating your communications plan for talking about pay equity, consider the different communication channels you will use for deliver­ ing key messaging. Email, intranet messaging, social media, press releases, reports, etc., are all viable channels for communicating pay equity progress internally and externally. However, given the sensitivity around pay, some communications will require more intimate, per­ sonal discussion. For example, you may not want to discuss a particular employee's changes in pay via email. This type of messaging calls for real­ time communications, preferably one-on-one and in-person if possible. On the other side of the spectrum, achieving your company's goal of eliminating any identified pay mes Reaches disparity within a particular department could I Settlement very well be communicated in person during a ______ _____ reement .,.... company all-hands meeting. Discretion is needed