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Articles by Don Lustenberger
Job Evaluation Under the EU Pay Transparency Directive: Pathways to Defensible Categories | JD Supra
BLOG OVERVIEW: Defensible worker categories under the EU Pay Transparency Directive start with a sound, gender-neutral job evaluation. Five triage questions show where an employer's foundation breaks down: whether jobs were evaluated, whether documentation survives, whether the evaluation reflects the Directive's criteria of skills, effort, responsibility and working conditions, whether pay structures preserve equal-value groupings, and whether categories follow that structure.
Triaging Pay Structures and Worker Categories Under the EU Pay Transparency Directive
BLOG OVERVIEW: Under the EU Pay Transparency Directive, worker categories must group jobs of equal value, and that value must come from a gender-neutral job evaluation or model built on skills, effort, responsibility, and working conditions.
Are Your Worker Categories Defensible Under the EU Pay Transparency Directive? | JD Supra
BLOG OVERVIEW: The EU Pay Transparency Directive requires employers to group workers into categories performing the same work or work of equal value, formed in a non-arbitrary manner on objective, gender-neutral criteria. Existing job architecture, leveling, and pay grades do not satisfy that standard by default.
[Webinar] EU Pay Transparency Countdown: Final Steps for the June 2026 Deadline
SHRM credit is pending. The much-anticipated European Union (EU) Pay Transparency Directive implementation deadline arrives in June of 2026. But despite three years to transpose the directive, most EU member states have not passed final legislation or provided enough guidance for employers to comply or begin reporting as required over the next few years.
Understanding EU's Toolkit for Job Evaluation Under Pay Transparency Directive
BLOG OVERVIEW: The European Institute for Gender Equality (EIGE) has released an updated EU-wide toolkit on gender-neutral job evaluation and classification designed to help employers establish the pay structures required under Article 4 of the EU Pay Transparency Directive (Directive 2023/970).
Work of Equal Value Under the EU Pay Transparency Directive: What Employers Need to Know | JD Supra
BLOG OVERVIEW: The European Union Pay Transparency Directive requires employers to report gender pay gaps for categories of workers performing "the same work or work of equal value"—two complementary but distinct legal concepts.
Why Total Comp Isn’t Enough: Avoiding Blind Spots in Pay Equity Analyses | JD Supra
BLOG OVERVIEW: Conducting a pay equity analysis on total compensation alone is often legally and practically risky. To avoid blind spots in pay analyses, employers should consider conducting pay equity analyses on each form of compensation including base pay, bonuses, and commissions. When organizations conduct anti-discrimination pay studies, they often focus on total compensation, which includes the sum of base pay, bonuses, commissions, long-term incentives, and other forms of pay.
[Webinar] Using Science to Address Merit, Equity, & Compliance in Employee Selection & Pay - May 14th, 2:00 pm - 2:30 pm EDT | JD Supra
Recently, there has been an intense focus on how employers approach employment decisions such as recruitment, hiring, promotions, and pay. Long-standing practices have been challenged in court, through executive actions, and in the court of public opinion.
Expert vs. Robot, Part 5: Legal Counsel & Attorney–Client Privilege | JD Supra
Our summer blog series contrasting “expert” versus “robot” approaches to pay equity ends this week as we discuss the role of legal counsel and the importance of establishing attorney–client privilege when conducting pay equity work. Our previous installments reviewed phases of a pay equity study: project kickoff & data cleaning; analysis planning & execution; and investigating pay disparities & making salary adjustments.
Expert vs. Robot, Part 4: Investigating Analysis Results & Making Pay Adjustments | JD Supra
Our summer blog series contrasting “expert” versus “robot” approaches to pay equity continues this week as we discuss what happens after compensation data have been analyzed: investigating the results of the analysis and making pay adjustments. Our previous installments reviewed phases that lay important groundwork for these steps: project kickoff & data cleaning and analysis planning & execution.
Expert vs. Robot, Part 3: Planning and Analysis | JD Supra
In our second and previous installment of our summer blog series contrasting "expert” versus ”robot” approaches to conducting a pay-equity study, we described how the more traditional, consultant-led approaches (i.e., expert) differ from newer, automated approaches (i.e., robot) in the initial phases of a typical study: project kickoff and data cleaning. In our third installment, we examine how these approaches to pay equity differ in the planning and analysis phases.
Expert vs. Robot, Part 2: Project Kickoff and Data Cleaning | JD Supra
In our first installment of our summer blog series contrasting "expert” versus ”robot” approaches to conducting a pay-equity study, we described how the more traditional, consultant-led approaches (i.e., expert) differ from newer, automated approaches (i.e., robot). In our second installment, we examine how these approaches to pay equity differ in the initial phases of a typical study: project kickoff and data cleaning.
Expert vs. Robot, Part I: Different Approaches to Pay Equity | JD Supra
Series Introduction Earlier this year DCI experts and co-authors of this post, Lisa Harpe and Don Lustenberger, hosted a pay-equity webinar on the topic of “expert vs. robot.” They contrasted the more conventional approach of a consultant (i.e., an expert) conducting a Title-VII pay-equity analysis on a snapshot of pay data with newer, more automated approaches (i.e., robots) that leverage software and may integrate with an organization’s HRIS to streamline the process.
[Webinar] Pay Equity Studies: Expert vs Robot - February 14th, 2:00 pm - 2:30 pm EST | JD Supra
Achieving pay equity requires a deep understanding of organizational dynamics, legal frameworks, and the nuanced factors that contribute to pay disparities. As more technology becomes available to conduct pay equity analyses, employers should consider the advantages and disadvantages of implementing software versus retaining a third-party consultant.
4 Trending Workplace Topics from SIOP 2018
Industrial-organizational (I-O) psychology is the study of working and workplace issues facing individuals, teams, and organizations. Each year, organizational practitioners and researchers gather at the Society for Industrial-Organizational Psychology (SIOP) Annual Conference to share the latest advances in science and how they are applied in the workplace.
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