As a manager, you need to be well equipped to have conversations with your employees about pay equity. Here are a few common (and difficult) questions your employees might have about their compensation—and some suggested responses.


* “How is my pay determined?” To answer this question, you might say: There is a salary range for this position that is determined by factors such as skills, level of experience required, title, and location (if applicable). Your pay is based on the position you’ve been hired for and the education and experience you bring to the table.

* “Why don’t I make as much money as my peers?” To address this concern, you might respond: Direct comparisons regarding pay aren’t always accurate, as people are hired with diverse levels of skill and education and perform at different levels. If you’d like, we can discuss ways you can increase your earning potential.

* “What is a ‘salary range,’ and how does the company decide where my pay falls on the spectrum?” Try saying: A salary range is the span between the minimum and maximum base salary an organization is willing to pay for a specific job. Where your pay fits in the range is determined by various factors, including supply and demand, your experience and education, location, budget, and in-demand skill sets.
This tip is adapted from “Managers, Are You Prepared to Answer Questions About Pay Equity?,” by Roberta Matuson
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