PPSNE Works to Ensure Pay Equity
Planned Parenthood of Southern New England provides high-quality health care, education, and advocacy to advance equity and protect the fundamental right to sexual health and reproductive freedom.
Challenge: Planned Parenthood of Southern New England desired a holistic view of compensation
The organization approached Edgility to do a compensation study through a racial equity lens. It was critical to the organization that staff of color were hired and compensated equitably.
When examining growth opportunities—and how staff is recognized in both monetary and non-monetary ways—Planned Parenthood of Southern New England also wanted an accurate pulse on its existing work environment and culture. This assessment included its health care centers and central office staff. The organization wanted to offer clear, transparent logic about salary and promotion.
“While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do. During this reflection, we recognized the need to specifically look at pay equity, internally,” says Willa Marth, Chief Diversity and Inclusion Officer of Planned Parenthood Southern New England. “We wanted to do everything we could to better understand how to compensate and support employees through a racial equity lens.
Solution: Edgility demystifies compensation structure and develops clear career pathways
Edgility helped PPSNE define and implement a transparent compensation model and fair pay practices, as well as a compensation philosophy to inform salary decisions going forward.
Recognizing that individuals who are less likely to self-advocate and may face bias, are deserving of a fair chance at advancing their careers, Edgility worked closely with Planned Parenthood of Southern New England to formalize career pathways that enable interested staff with the steps necessary for internal promotion.
Results: Nearly half of staff receive compensation adjustments to advance equity
A five-month engagement with Edgility resulted in a new compensation structure—prompting Planned Parenthood of Southern New England to increase compensation for 49% of staff members. The organization also adopted a no-negotiation policy, backed by a transparent methodology for how salaries are determined. This methodology allows for an increasingly equitable and fair work environment for new and existing staff.