Investigate the wage gaps.

Conduct an intersectional pay equity analysis. Ensure you are closing gaps not just based on race but on race and gender. Where gaps are identified, organizations should address them immediately and look at ways to address them retroactively as well.

Promote pay equity.

Create a compensation structure that is specifically designed to reduce bias towards individuals with marginalized and non-dominant identities. Understand that your organization may have to change staff’s current compensation to fit within the structure you’ve created.

Embrace transparency.

Share a breakdown of your organization’s compensation structure with all staff members.