{"id":5944,"date":"2022-03-30T08:00:00","date_gmt":"2022-03-30T15:00:00","guid":{"rendered":"https:\/\/www.salesforce.com\/?p=5944"},"modified":"2022-03-30T08:00:00","modified_gmt":"2022-03-30T15:00:00","slug":"2022-equal-pay-update-the-salesforce-approach-to-pay-fairness","status":"publish","type":"post","link":"https:\/\/www.salesforce.com\/in\/news\/stories\/2022-equal-pay-update-the-salesforce-approach-to-pay-fairness\/","title":{"rendered":"2022 Equal Pay Update: The Salesforce Approach to Pay Fairness"},"content":{"rendered":"\n

In 2015, we were one of the first companies to evaluate whether there were any gaps in pay among our global workforce. Such a simple idea \u2014 equal pay for equal work. At the time, it was pretty progressive, but since then more companies have joined us in committing to equal pay<\/a>.<\/p>\n\n\n\n

We\u2019re glad to see the progress we\u2019ve made as an industry but, as we know, there is no finish line when it comes to equality. Equal pay should be table stakes and as expected as an earnings call or an annual report, which is why we\u2019ve incorporated it directly into our annual compensation process.<\/p>\n\n\n\n

Early on in our equal pay journey, we learned that you cannot fix it once and move on. Many factors contribute to pay inequality. When you acquire companies you also acquire their pay scales. Market dynamics, like higher inflationary times and competition for talent, can affect it too. So that\u2019s why we audit for equal pay every year and adjust as needed.<\/p>\n\n\n\n

Today, we\u2019ve completed our latest fiscal year compensation review, and with it our seventh equal pay assessment of nearly 70,000 global employees at the time of the audit \u2014 including Slack, our company\u2019s largest acquisition that closed last year.<\/p>\n\n\n\n

Our analysis found 8.5% of our global employees required adjustments. Of those, 92% were based on gender globally, and 8% were based on race or ethnicity in the U.S. As a result, we spent $5.6 million to address any unexplained differences in pay, a total of more than $22 million spent since 2015.<\/p>\n\n\n\n

We continue to incorporate stock grants into our analysis to have a more complete picture of employee compensation. We started last year and continued this year by looking at eligibility, which we did not find had any discrepancies among gender or race.<\/p>\n\n\n\n

We\u2019re proud of the progress we\u2019ve made and our enduring commitment to equal pay, and we know that equal pay is only one component of pay fairness<\/a>.<\/p>\n\n\n\n

We\u2019re also continuously evaluating our processes to increase the scope of our analysis \u2014 adding stock and new demographics over the years \u2014 while also focusing on our broader programs, policies, and benefits <\/a>that will continue to help our employees succeed.<\/p>\n\n\n\n

We\u2019ve been on our equal pay journey for the better part of a decade, but we\u2019re nowhere near the finish line. We\u2019ll continue to prioritize equal pay and advocate for pay fairness. Today, we\u2019re proud to join the World Economic Forum\u2019s Gender Parity Alliance<\/a> as a founding member to accelerate these efforts industrywide.<\/p>\n\n\n\n

To read more about our equality efforts, please visit Equality.com<\/a> or read our most recent Equality update<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

In 2015, we were one of the first companies to evaluate whether there were any gaps in pay among our global workforce. Such a simple idea \u2014 equal pay for equal work. At the time, it was pretty progressive, but since then more companies have joined us in committing to equal pay. 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