First and foremost, it's the right thing to do. Eliminating pay inequities based on gender, race, ethnicity and other protected statuses is the most important compensation challenge of our time. We’re proud to work with companies that care as much about this issue as we do, and we think real momentum is building to deliver lasting change for the better. At the same time, there are a number of significant forces brewing in the market for talent that make addressing pay inequities a true competitive imperative today, including:
Our approach is grounded in this basic understanding: measuring pay gaps and delivering pay in an equitable fashion are two fundamentally different things. It's one thing to look for differences in pay between groups of people, it's quite another to understand, mitigate and fix the policies and biases that create those differences in the first place. Our process challenges clients to go beyond simple pay assessments to find and fix root causes. That's the only way to drive systemic and sustainable change.
Following most regression analyses, we find areas where immediate change is required. Sometimes change is needed at the individual level, policy level or both. And in every case, remedies must be executed and communicated with caution. Every response plan we build for clients includes guidance in the following key areas:
In cases where pay inequities are driven by large systemic issues—previously unknown biases, poor linkages between pay and performance, weak job and salary structures or poor recruiting practices—we’ll help you craft a strategy for long-term change. Some of our most common follow-on work streams include:
The Era of Pay Transparency is Here. Is Your Organization Prepared?
Approaches for Setting Fair Pay at Your Company
To Truly Address Gender Pay Gaps, Companies Must Dig Below the Surface
Tackling the Art, Science and Legalities of Pay Equity Webinar
Stefan Gaertner, Ph.D.
Partner, Head of Workforce Analytics Practice at Radford
Partner, Head of Employee Rewards Practice at Radford
Associate Partner, Workforce Analytics at Aon
Partner, Head of Workforce Analytics
Los Angeles, CA
Prior to joining Radford, Stefan was a senior principal at Mercer overseeing workforce analytics for the US West region. Before Mercer, he worked at Amgen, where he grew and managed their workforce analytics department and also served as a business forecasting lead. Stefan first began his career as a banker in Germany.
Stefan holds a Ph.D. in HR management from Georgia State University and an MBA equivalent degree from the University of Paderborn in Germany. His research has been published in several journals and magazines, including WorldatWork, HR Executive and the Journal of Management. Stefan is also a frequent speaker on workforce analytics topics, presenting at numerous academic and practitioner conferences in the US and Europe.
Partner, Employee Rewards Practice Leader
San Francisco, CA
Brooke Green works with clients to develop alignment between company strategy and total reward programs. She leads Radford's consulting efforts related to the assessment, design and communication of compensation programs for hourly, professional and management level employees. Her work covers all elements of pay including base salaries, annual and long-term incentives, and sales force compensation programs.
Brooke has significant experience developing base salary structures for companies in a variety of industries and at all stages of development. Her recent focus is the design of global leveling structures and career paths for technology and biopharmaceutical companies, including Cisco Systems, Gilead Sciences, Novo Nordisk, and VMware.
Before joining Radford, Brooke held a senior consulting role at Hay Group and prior to that she founded Presidio Pay Advisors, a boutique compensation consulting firm acquired by Hay Group.
For the past ten years, Brooke has also served as an instructor with the Northern California Human Resources Association's continuing education program, currently teaching "Designing and Managing Salary Structures" and "The Ins and Outs of Base Salary Management". Her thinking on these topics is published in the Journal of Compensation and Benefits.
Brooke received an M.B.A. from the Cox School of Business at Southern Methodist University, and she also holds a B.A. from the University of Texas at Austin.
Associate Partner, Workforce Analytics at Aon
New York, NY
Rajiv Ramanathan, an associate partner in Aon's workforce analytics practice, specializes in assisting clients with linking human capital data to business outcomes. His areas of expertise include developing analytics strategies, evaluating and implementing analytics technologies, strategic workforce planning, developing predictive models around attrition risk, diversity analytics and pay equity modeling. Most recently, he helped lead the development of Aon's pay equity modeling tools for the US market.
Rajiv has advised clients in a number of industries, including financial services, healthcare, insurance, oil & gas, pharmaceuticals and technology. He has also published numerous white papers and articles on workforce analytics, strategic workforce planning, workforce segmentation, performance metrics and driving transformation in HR.
Prior to joining Aon, Rajiv worked with Hay Group in their organizational effectiveness practice, and Renaissance Worldwide in their financial services advisory practice. Rajiv holds multiple degrees, including a masters of business administration degree in finance, a masters of science degree in labor economics and bachelors of arts degree in finance.
Radford and other Aon group companies will use your personal information to contact you from time to time about other products, services and events that we feel may be of interest to you. All personal information is collected and used in accordance with our privacy statement.
If you do not wish to receive these communications, please check here: