Pay Equity
Pay Equity Comparison
How to compare pay equity products: the capabilities we check against each vendor’s own documentation, and the products verified so far.
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LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings never depend on whether a vendor pays us.
What we compare
No pay equity product is verified yet. These are the capabilities each one will be checked against, in the vendor’s own documentation.
Capabilities in the comparison
Comparable job grouping
Groups employees into comparable roles by job content, family and level.
Statistical pay gap analysis
Runs regression models that control for legitimate pay factors and flag unexplained gaps.
Small group review
Compares individuals in groups too small for statistical analysis.
All forms of pay
Analyzes base pay, bonuses, commissions and equity separately and together.
Remediation modeling
Models the cost and allocation of adjustments to close gaps.
Offer and raise checks
Checks new offers, promotions and merit increases against peers before approval.
Pay range management
Maintains ranges used in job postings and internal moves.
Pay data reporting support
Prepares workforce pay data by group, job category and pay band for state reports.
Audit documentation
Logs findings, explanations and actions for counsel and auditors.
Sensitive data access control
Restricts and logs access to pay and demographic data.
How to choose pay equity software
Choose on whether the analysis would hold up if a regulator, a plaintiff's expert or your own board questioned it. That depends on how employees are grouped, which pay factors the model controls for, how gaps are explained and how the work is documented.
Bring your own anonymized pay file to the demo. Ask the vendor to group your roles, run the model, explain one flagged employee and show the cost of closing the gap.
Comparable job grouping
The Equal Pay Act compares substantially equal jobs by content, not title, so the grouping decides what the analysis can show.
Statistical model transparency
Regression results are only defensible if you can explain which factors were controlled for and why.
Legitimate pay factors
Controlling for factors that are themselves tainted, such as a biased performance rating, can hide a real gap.
All forms of pay
The EEOC says the Equal Pay Act covers all forms of pay, including bonuses, stock options and benefits, not only base salary.
Remediation modeling
Finance needs the cost of closing gaps and HR needs to know which employees to adjust and by how much.
Decision checks before approval
Gaps reopen through new offers, promotions and merit increases unless those decisions are checked as they happen.
Requirements by company size
Small businesses
- Simple gap analysis by role and level
- Clear explanations a non-statistician can follow
- Pay range support for job postings
Watch out for
- Statistical results on groups too small to be meaningful
- Enterprise pricing for a few hundred employees
- Annual audits with no checks on new offers
Mid-sized companies
- Regression analysis with adjustable job groups
- Remediation budget modeling
- Offer and raise checks inside existing workflows
Watch out for
- Pay factors that carry bias into the model
- Bonuses and equity left out of scope
- Manual data exports every time you rerun the analysis
Enterprises
- Multi-country and multi-state analysis
- Counsel-directed audit workflow and documentation
- Integration with HRIS, compensation and recruiting systems
Watch out for
- Black-box models that experts cannot reproduce
- State and country reporting handled outside the tool
- Broad access to sensitive demographic data
Red flags
- The vendor cannot show the model specification or factors used
- Only base salary is analyzed
- Job groups are fixed and cannot be reviewed
- Results cannot be exported for counsel or outside experts
- Marketing promises the tool makes you compliant
How we research
Ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing and value (20%), integrations and API (15%), security (15%), fit and support (10%) and data confidence (10%), times a category fit. Products with too few verified facts are not scored yet and come last. Payment never changes a score or a position.
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data is never assumed
Unverified items are left out of the score and lower its coverage; below 60% coverage a product is not scored yet.
Independent of revenue
Rankings never depend on whether a vendor pays us.
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