GreatWork Blog

Building better workplaces through compliance, culture, connection

Oregon’s Pay Equity Law is all about making sure employees are paid fairly for the work they do. It’s designed to eliminate wage gaps and ensure compensation practices are transparent and equitable. This law prohibits employers from paying people differently based on their protected class if they’re doing work of comparable character. It also prevents employers from basing compensation decisions on someone’s current or past salary and bars them from asking applicants, employees, or their past employers about salary history.

Change is a constant in life, but transitions can bring a unique sense of uncertainty and apprehension. Employees across industries may find themselves grappling with questions about how changes in policies or priorities could impact their personal and professional lives. As HR professionals, we are uniquely positioned to help employees navigate these times of change with confidence, empathy, and clarity.

In the first part of our series, "Using People Data Insights to Shape Workplace Culture," we explored the profound impact that poor teamwork can have on the employee experience. We discussed the critical indicators of poor teamwork, such as siloed environments and communication breakdowns, and highlighted how the Predictive Index (PI) Behavioral Assessment can help in assembling balanced, high-performing teams. Building on these foundations, this second part delves into how leveraging people data can foster a culture of innovation and agility, essential for thriving in today’s fast-paced business environment.