Pay Structure and Internal Equity Review
A structured self-assessment
Run a directional pay-equity self-assessment on two groups in your workforce. Assign each person to a group, enter pay, time in role, and performance, and the workbook shows the raw pay gap, then the gap that remains after accounting for time in role, so you know whether a deeper review under counsel is warranted.
One-time purchase, no subscription. Instant download.
Built by expert HR practitioners and leaders
- A two-group comparison built for you: assign each person to Group 1 or Group 2, enter pay, years in role, and performance, and the workbook lines the groups up for review
- The raw pay gap, average and median: the headline difference between the groups in dollars and percent, the number a question usually starts from
- An adjusted view that accounts for time in role: a single-factor regression removes the part of the gap explained by tenure, leaving the unexplained gap stated plainly
- Honest small-sample guidance: the workbook flags when the group is too small to read statistically and says what a defensible review needs, so a directional result is not overread
- Open, editable formulas in Excel or Google Sheets, with a worked example pre-filled, plus a tab that lays out how to escalate a serious gap under attorney privilege
The workbook flags where pay looks uneven and what time in role explains. Whether a gap is a problem, and what to do about it, is a judgment for you and, where it is serious, for counsel.
Want it set up with you? Add a 60 minute implementation session, $149 →
Planning estimates and general business information, not legal or tax advice. This is a directional self-assessment, not a statistical pay-equity audit, and it does not create any privilege. Review anything it surfaces with a qualified employment attorney before you act.
Not the right fit? Take the 60-second match.
Last reviewed June 2026
One Excel workbook that screens two groups for a pay gap
A working model, not a blank grid. You sort people into two groups, the workbook measures the gap and what tenure explains, and it opens on a filled-in example so the read is clear before you load your own data.
Pay Structure and Internal Equity Review
Assign each person to one of two groups and enter pay, time in role, and performance. The workbook returns the raw gap in pay between the groups, then an adjusted gap that accounts for time in role, and opens on a filled-in example so the read is clear before you load your own data.
The adjusted view, the summary, and what to do next
An Adjusted View tab isolates how much of the gap time in role explains and what is left over. A summary rolls it onto one page. An Action and Privilege tab and a Benchmark and Law tab document the limits of a self-assessment and how to run a real analysis under counsel, so the result is used the way it is meant to be.
Three steps from your pay data to a clear read
You sort people into two groups, the workbook measures the gap, and an adjusted view tells you how much of it tenure explains.
Build the two groups
Assign each person to Group 1 or Group 2 and enter pay, years in role, and performance.
Read the raw gap
The workbook shows the average and median pay gap between the groups in dollars and percent.
Account for tenure, then decide
The adjusted view removes the part of the gap time in role explains and states what is left, so you know whether to escalate it under counsel.
A screen that knows what it is and what it is not
A directional self-assessment points you to where pay looks uneven; it does not deliver a finding, because a defensible finding needs a controlled analysis run under privilege.
Who this review fits and where to go if that is not you
It is built for a structured first look at internal equity. For a defensible audit or the structure itself, the right path is below.
Built for
- An HR or comp lead who wants a structured first look at internal equity before deciding whether to commission a full audit.
- An owner or HR team of one putting eyes on pay for the first time and needing to know where the problems are.
- A consultant or fractional HR lead who runs a directional equity screen for clients and wants the method and its limits documented.
If you are looking for
- A privileged statistical pay-equity audit you can stand behind in a dispute. That is an engagement with employment counsel and an analyst, and this tool routes you there on purpose.
- A whole pay structure to screen against. The Salary Band Builder builds the grades and ranges this review reads people against.
Before you buy
What format is it and can I edit it?
Is this a pay-equity audit?
How accurate is the result?
Does it include market or survey data?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
The 6 red flags to check before you discipline or fire someone
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See whether your pay gap survives the obvious explanations
The raw gap, the gap after time in role, and an honest read on sample size, in a file you keep.
Planning estimates and general business information, not legal or tax advice. Last reviewed June 2026.