TRUSAIC The predicts that it will take another 136 years to close the Why communicating overall gender pay gap. Talking about pay pay equity matters equity internally and externally is key to solving the problem. Employers that focus on their pay equity efforts, introducing new legislation to make sure we fi­ including communications, experience a number nally close these longstanding gender and racial of positive benefits, including: pay disparities. Improved public, investor, and brand But above all, prioritizing pay equity matters perception since pay equity is a major because it's the right thing to do. The Great component of the social aspect of ESG Resignation of 2022 has highlighted the impor­ tance of treating employees fairly. Organizations Increased business performance, due that want to be successful in the future, should to most consumers wanting to purchase take stock in the idea of treating employees as products and services from businesses they want to be treated. that foster equal pay practices When you focus on making your employees hap­ Higher employee morale and engage­ py, they in turn will take care of your clients, and ment, since over 80% of workers are the cycle repeats. Pay equity is a fundamental more productive and involved when they component to creating a healthy, inclusive work perceive themselves as paid fairly culture. And planning on how you will communi­ cate this important priority internally and to the Greater employee retention and new world at large is critical. talent attraction because 75% of employees are more likely to apply for a Without further ado, it's time to get started with job that promotes pay transparency your pay equity communications plan. In addition to the many benefits associated with pay equity, it's also the law of the land in many countries worldwide. To further drive social good, states, localities, and entire regions are