Compensation
Pay equity is not just the right thing to do, it is a growing legal and reputational exposure. Altavise runs a rigorous, confidential pay equity analysis that finds the gaps, quantifies what it would take to close them, and gives you a defensible plan, on your terms and your timeline.
Why it matters
Pay gaps rarely come from bad intent. They accumulate quietly through starting-salary differences, uneven raises, and inconsistent leveling. But an unmeasured gap does not stay hidden. It surfaces in a lawsuit, a reporting requirement, or a Glassdoor thread, at the worst possible time and on someone else's terms.
We run the analysis controlling for the legitimate factors, isolate where unexplained gaps actually exist, and quantify the cost to remediate. You get a clear, defensible picture and a plan to close what matters, proactively, under privilege where appropriate.
What you get
Outcomes
You know your exposure in dollars before a regulator, a plaintiff, or a reporter does, which means you act on your terms instead of theirs. An unmeasured gap is the one that surprises you.
You get a defensible, phased path to close the gaps that matter, so remediation is deliberate rather than forced all at once. That is far easier on both the budget and the narrative.
With the analysis done and a plan in place, you can share pay data with a board, or publicly, without flinching. Transparency becomes an asset instead of a threat.
Questions
No. We provide the analytical work and remediation plan, and coordinate with your employment counsel, often under privilege, on legal strategy.
Compensation, level, role, tenure, and the demographic fields relevant to the analysis. We handle it confidentially.
That is the point. We quantify it and give you a phased plan to close it deliberately, rather than being forced to all at once.
A fixed project fee based on headcount and complexity.
Not sure where you stand?
Tell us your headcount and we will scope a confidential pay-equity analysis.
Request a pay-equity review