What action should a company take after closing the pay gap to prevent future pay inequities?

Embedding pay equity audits, reports, and programming into core business functions is essential for sustaining pay equity over the long term. By incorporating these practices into regular business operations, a company can continuously monitor and assess compensation structures, ensuring that any emerging disparities are identified and addressed promptly. This proactive approach not only helps maintain equity but also fosters a culture of transparency and accountability within the organization.

In contrast, increasing salaries across the board may address immediate concerns but does not tackle the underlying issues related to pay structure and equity. Similarly, while additional training for managers is valuable, it is more of a reactive measure that does not integrate the necessary ongoing oversight and evaluation of pay practices. Limiting salary negotiations for new hires could potentially reduce discrepancies at the start, but it doesn't address existing pay inequities or create a framework to prevent future issues. Thus, embedding equity audits and programming is a comprehensive strategy that provides both oversight and a proactive framework for ensuring fair compensation practices moving forward.