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Unexplained Pay-Gap Share
Portion of a between-cohort raw pay gap NOT explained by measured factors (Oaxaca–Blinder unexplained component) — the equity-risk signal.
How it’s computed
(raw_gap - explained_gap) / raw_gap
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Unexplained Pay-Gap Share can tell roughly 22 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to compensation & benefits
A real gradient — now ask if it's pointed at value
compensation · T1
Below the market, across the board
compensation · T1
One group sits apart on a decision that should be neutral
fairness-equity · T1
Pay is drifting from plan
compensation · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“Z. DuBois, and L. Fox-Cardamone, “Gender Differences in Pay Expectations: The Roles of Job Intention and Self-View,” Psychology of Women Quarterly , 34 (2010), 215–27. 24Linda Jackson, Philip Hardner, Linda Sullivan, “Explaining Gender Differences in Self-Pay Expectations:…”
— Compensating Employees Fairlymatch 54%
“Among similarly situated employees, differences in overtime earnings by protected group status are typically explained by differences in overtime hours worked by protected group status.Reasons for differences in overtime hours worked by protected group status are varied. For…”
— Compensating Employees Fairlymatch 53%
“Academy of Management Perspectives [February 2007])Blau and Kahn also found that accounting for education reduces the raw wage gap by 6.7%.6 This is consistent with research by the U.S. Department of Labor, which found that women were more likely than men to graduate from high…”
— Compensating Employees Fairlymatch 52%
Resources: Compensating Employees Fairly