The Complete Pay Equity Workflow
From raw payroll data to a board-ready remediation plan — PaySymmetry delivers end-to-end pay equity analytics with the statistical rigor and audit trails your HR and Legal teams need.
Inside the Platform
Explore the engines that turn raw payroll data into defensible, board-ready decisions.
How it works
Three steps from upload to remediation.
Data Ingestion & Validation
- Upload your payroll or compensation file in CSV or XLSX format.
- Automatic field mapping detects job title, grade, compensation, and demographic columns.
- Data validation flags missing or mismatched records before analysis begins.
- All uploads encrypted at rest (AES-256).
Advanced Statistical Modeling
- OLS regression isolates unexplained pay gaps after controlling for legitimate factors like grade, tenure, and performance.
- Confidence intervals on every gap estimate — not just a headline number.
- Results exportable as a Privileged & Confidential–labeled PDF for legal review, with a chain-of-custody log.
Proactive Remediation Planning
- Model pay adjustments before committing budget — see the cost impact in real time.
- Prioritize by gap severity, department, or regulatory exposure.
- Export a board-ready remediation plan with a full audit trail.
- Re-run analysis post-adjustment to confirm closure.
Frequently asked questions
How do we get our data into PaySymmetry™?
We support CSV and XLSX file uploads. Direct HRIS connectors are on the roadmap.
How long does initial setup take?
Upload your file, map your fields, and your first analysis can be ready in under 48 hours — no implementation consultants, no six-week onboarding.
Is our data stored after the analysis?
Data is encrypted at rest (AES-256) and retained until you or your account team delete it. You can delete all of your data at any time.
Can our legal team access the exports?
Yes. The Complete plan, and any plan with the Professional Support add-on, includes PDF exports that can be marked Privileged & Confidential for legal review, with full chain-of-custody logging.
How is the pay gap calculated?
We use OLS regression to control for legitimate pay factors. The gap represents unexplained variance that cannot be attributed to job-related criteria.
Do you support multi-entity or global companies?
EU Pay Transparency Directive (Article 7) group-comparison reporting is available on the Professional and Complete plans. Dedicated multi-entity mapping is not yet available.
See Every Step in Action
Walk through the full pay equity workflow with a PaySymmetry specialist.