I am so glad that the author has proposed a solution, any solution, as with an “Equal Pay Certification,” since nothing has changed. It provides a new area for discussion.
However, I would like to see details of how it would work mathematically and logically. Do you tie it to productivity, longevity, education, age, or something else? The courts will go wild.
Raises tend to be based on a percentage of current salary. The starting salary of one person may be much higher because it cost more to get them to change companies.
In my experience, sales commissions should be equal for the same dollars in sales. Even that can be manipulated by customer assignment patterns.
Then beware of this problem: We hired a woman who left her old company after 2 months. She was hired as an expert with certain software for a particular project. They had her reading manuals for the first two weeks. When she asked about that project, they said, “That project was cancelled months ago.” She was hired to increase their black and female percentages when affirmative action was in vogue. I said, “I didn’t recommend you for that reason. You are smart, can learn on your own, and I don’t have to send you to a bunch of classes.” I thought that I was gruff, but it was probably a complement.
The article goes back a century. General statistics are easy to see, but obviously the underlying numbers are as hard to move as turning the Titanic.
First thing that I learned in college: good programs work, bad programs don’t. This program will cause gyrations that you never dreamed of. Just be ready for them. There is no way to know at this point if it is good or bad.