Tandem has many processes and policies in place to support our equity and inclusion goals. We’re especially proud to be leaders within the salary transparency movement, since we know that salary gaps between genders disappear when salaries are made transparent.
Eliminating the secrecy around compensation is one way for Tandem to do our part to even the playing field and ensure pay equity. But we never want to assume that we haven’t inadvertently allowed bias to influence pay, especially since there is room for variation within each salary band.
For accountability, we hire an independent data analyst to conduct a pay equity audit every two years. Our first audit, in 2020, found no significant difference in salary when comparing gender or race. For other dimensions of identity, we didn’t have enough data to make a good analysis. This spring, we conducted a new audit with our most recent employee data.
Our analysis was conducted by an independent data scientist who has conducted research and statistical analysis in academic and professional settings for more than 15 years. The analyst was given employment data from our HR platform (Zenefits), including salary, title, department, length of employment, and hiring dates. In addition to the employment data, we conducted an opt-in survey in April of 2022 to gather key demographic and personal information. The aim was to use the responses to these questions as factors in the analysis.
2022 Pay Equity Audit Results
Here’s what our 2022 audit showed:
- When comparing gender, the auditor did not find a significant difference in salary
- When comparing race, the auditor did not find a significant difference in salary
- When comparing sexual orientation, the auditor did not find a significant difference in salary
- When comparing health/disability status, the auditor did not find a significant difference in salary
For other dimensions of identity, we didn’t have enough data to make a good analysis.
Our auditor concluded that all Tandem employees were being paid fairly based on their skill and tenure. We’re glad to verify that our commitment to pay equity is being met, and pleased that we were able to analyze four dimensions of identity (twice as many as our 2020 audit). Our next audit will occur in 2024.