The City of Tempe's 2014 Anti-Discrimination Ordinance will serve as the guide for complaints in the community of alleged pay discrimination on the basis of gender.  The Anti-Discrimination Ordinance prohibits discrimination on the basis of race, color, gender, gender identity, sexual orientation, religion, national origin, familial status, age, disability and United States military veteran status.  Protections apply to the areas of: employment at the City of Tempe and businesses in Tempe; contracts; housing; public places; and appointments to city Boards and Commissions.

Click here for the Anti-Discrimination Ordinance
Click here for the Anti-Discrimination Ordinance Complaint Form

Get details on the latest classes: https://mailchi.mp/tempe/free-smart-salary-negotiation-training-9-21-22  

Join The City of Tempe for an Empowering Virtual Event Smart Salary Negotiations

Empower yourself to successfully negotiate your salary regardless of where you are in your career.

Whether you are just beginning your professional journey, already employed, or re-entering the workforce after an extended absence, money talks. Join the City of Tempe for a free virtual event and learn how to articulate your value and get the job & pay you deserve. This two-hour live virtual event will give you tools and insight to:
Know your value
Be confident during negotiation
Take control of your career opportunities
Be empowered to ask for what you want

To register, please email diversity@tempe.gov and indicate:
· Subject line: Salary Negotiation Registration
· Registrant Name
· Preferred email and phone number
· Date and time for the session for which you are registering

Questions: diversity@tempe.gov 480-350-8979

The Business Designation Pillar of the Equal Pay Initiative gives Tempe businesses who prove that they have  less than an 8% pay gap the designation of being a City of Tempe Equal Pay Business Partner.  

To see if your business qualifies, complete the self-assessment tool from the link below.  Payroll numbers do not have to be submitted to the city.  After running your numbers on the self-assessment tool, simply fill out the online affidavit to confirm your equal pay status. 

Those that qualify receive Equal Pay Business Partner status, which gives businesses the opportunity to use the Equal Pay Business Partner logo on their own websites and in hiring materials. 

Equal Pay for Equal Work Self-Assessment Tool Instructions
Equal Pay for Equal Work Self-Assessment Tool

City staff will develop and host workshops for local businesses on topics like equal pay for equal work, anti-discrimination, diversity and more.  The group also wants to see the city and partners develop ways to educate young people about pay equity.

The City of Tempe would like to congratulate our Equal Pay Business Partners:

Landings Credit Union
GoDaddy
Architekton, Inc.
Mulligan's Manor
Mountain Park Health Center
Dinos2 Personalized Auto Sales, Inc.
Express Employment Professionals
City of Tempe
Factor 1 Studios
Highnoon
Salt River Project (SRP)
Tempe Trophy

More to come! 

The following recommendations reflect some best practices that have been used by employers to ensure fairness in compensation programs.  While this is not an exhaustive list or legal advice, it is a starting point for employers who are committed to advancing pay equity in their organizations. 

1. Adopt an equal opportunities policy.

   • Many employers have adopted equal opportunities policies in order to signal to employees and clients or customers that the organization takes equality issues seriously.

   • Employers should provide training for each individual who makes salary decisions in how to apply the company policy on salaries.

2. Determine whether gender-based wage disparities exist in your organizations.

   • Employers should conduct self-assessments to evaluate whether their compensation practices promote gender pay equity.

   • Quantitative self-assessments include analyses of pay by job title, pay band, or department to identify gender-based pay disparities.

   • Qualitative self-assessments guide employers through open-ended questions to determine if there are underlying reasons why there may be inequity in compensation practices.

   • Employers should be accountable for completing self-assessments and working toward remediating any gender pay disparities identified during this process.

3. Evaluate whether your current compensation system is equitable.

   • Compensation systems should be evaluated from a gender equity perspective which goes beyond the concept of “equal pay for equal work.” Instead, the goal should be to understand what constitutes fair pay for all workers.

   • Employers should use a standardized methodology to assess the internal and external value of each position in their organization. Pay rates should reflect the value of every position regardless of the type of work or job title.

   • Employers should consider non-wage compensation, such as opportunities available to part-time workers, and flexible scheduling, in an evaluation of equal pay practices.

4. Ensure transparency concerning organizational compensation policies.

• Salary ranges for all job titles should be made public and available to all job applicants.

• Employers should develop and implement policies which prohibit pay secrecy and eliminate penalties for discussing pay.

• Employers should consider joint evaluation processes when making pay raise and promotion decisions, and ensure that these decisions are justifiable and well documented.

Sources:

American Association of University Women. (Spring 2016). The Simple Truth aAbout the Gender Pay Gap. Washington, D.C: AAUW.

Department of Labor, Women's Bureau. (n.d.). An Employer's Guide to Equal pay. Washington D.C.: Department of Labor.

Kent Romanoff, K. B. (n.d.). Pay equity: Internal and External Considerations.

Sonja Erickson, M. (2015). Pay Equity best Practices Guidelines: A Report fro the Women's Foundation. Columbia MO: Harry S Truman School of Public Affairs, University of Missoury - Columbia.

U.S. Department of Labor, Employment Standards Administration, Office of Federal Contract Compliance Programs. (n.d.). Best Compensation Practices. Washington D.C.: U. S. Department of Labor.