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Run: Pay Equity Audit Workflow Inspection

Use this pay equity audit workflow inspection to document a privileged review of pay data, model controls, disparity findings, and remediation sign-off in on...

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Audit Scope and Privilege Controls

Audit objective and population defined critical (required)

The audit scope identifies the employee population, job groups, pay elements, and review period covered by the analysis.

Yes No N/A

Privileged review channel established critical (required)

The analysis is routed through counsel or other privileged review structure, with access limited to authorized participants.

Yes No N/A

Confidentiality and data access controls documented critical (required)

Access restrictions, file handling rules, and confidentiality expectations are documented for the audit workpapers.

Yes No N/A

Review period and snapshot date recorded

The compensation snapshot date and analysis period are explicitly recorded to support reproducibility.

Note (optional)

Applicable pay elements included

Base pay, bonus, incentives, allowances, and other relevant compensation elements are identified for review.

Data Integrity and Population Validation

Employee population reconciled to HRIS or payroll source critical (required)

The audit population matches the source-of-truth employee roster and includes documented exclusions, if any.

Yes No N/A

Missing or anomalous records reviewed critical (required)

Missing values, duplicate records, outliers, and obvious data quality issues are identified and explained.

Yes No N/A

Pay data completeness rate

Percentage of records with complete pay fields required for analysis.

Headcount in scope

Total number of employees included in the analysis population.

Note (optional)

Data source files retained

Source files, extracts, and reconciliation workpapers are retained in the audit record.

Yes No N/A

Legitimate Factors and Model Controls

Job-related factors documented critical (required)

The analysis identifies legitimate factors such as job family, level, location, tenure, performance, and relevant credentials where applicable.

Note (optional)

Model specification documented critical (required)

The statistical approach or comparison method is documented, including the variables controlled for and the rationale for exclusions.

Comparable employee groups reviewed critical (required)

Employees are grouped into reasonably comparable cohorts for analysis, with out-of-scope groups documented.

Yes No N/A

Performance and promotion inputs validated

Performance ratings, promotion history, and other discretionary inputs used in the model are reviewed for consistency and completeness.

Yes No N/A

Model reviewer identified

The person or team responsible for validating the analysis model is recorded.

Analysis method

Primary method used to evaluate pay equity.

Disparity Review and Findings

Unexplained pay disparities identified critical (required)

Any remaining pay differences after controlling for legitimate factors are documented for review.

Yes No N/A

Number of employees affected

Count of employees in groups with unexplained disparities or pay adjustments under consideration.

Note (optional)

Magnitude of observed disparity

Largest observed unexplained pay gap as a percentage or dollar amount.

Note (optional)

Findings summarized for leadership

A concise summary of the key findings is prepared for authorized leadership review.

Yes No N/A

Follow-up analysis required

Indicate whether additional analysis is needed for any subgroup, location, or job family.

Remediation Plan and Documentation

Remediation plan documented critical (required)

A written remediation plan exists for any confirmed disparities, including responsible owners and target dates.

Yes No N/A

Pay adjustments calculated

Any proposed pay adjustments are calculated and documented with supporting rationale.

Yes No N/A

Implementation date recorded

The planned or completed date for remediation implementation is recorded.

Note (optional)

Documentation retained

Workpapers, approvals, and remediation records are retained according to the organization’s record retention requirements.

Yes No N/A

Approval and Sign-Off

Legal or HR approval completed critical (required)

Authorized reviewer approval is documented before remediation is finalized or communicated.

Yes No N/A

Inspector signature critical (required)

Signature of the person completing the inspection.

Final review comments

Any final notes, exceptions, or follow-up actions are recorded.

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