Spring GDS 25th Anniversary
A logistics company that ships to 190 countries built something to ship to itself.
Pay equity
What is pay equity?
Pay equity is the principle that people are paid fairly for work of equal value, regardless of gender, race, or other characteristics that have nothing to do with the job. It's about the structure of pay itself: whether two people doing comparable work, with comparable experience and results, end up in comparable places on the scale. When they don't, and the difference tracks who they are rather than what they do, pay equity is broken.
It's easy to confuse with the pay gap, and they measure different things. The pay gap is the raw difference in average earnings across a whole group, say all women versus all men in a company, and it's driven heavily by who holds which roles. Pay equity is narrower and sharper: it asks whether people in the same kind of role are paid the same for it. A company can have a large pay gap because few women hold senior posts while still paying men and women fairly within each role, or it can have a tidy headline figure that hides unfair pay inside specific jobs. Both need fixing, but they're different problems.
Achieving pay equity usually means auditing pay against role and level, surfacing the unexplained differences, and correcting them. Salary bands, transparency, and structured pay decisions reduce the room for the quiet, compounding gaps that individual negotiation tends to create.
Pay equity at Dallonses
We're a certified B Corp, which means our pay practices are part of what gets assessed rather than something we can wave at. We set pay against clear bands tied to role and level, not to whoever negotiates hardest. That single choice removes a lot of the quiet drift where two people doing the same job slowly end up paid differently for reasons no one can defend.
We review where people sit in those bands and correct what we can't justify. It isn't perfect and we don't pretend the work is finished, but the structure is built to make unfair gaps visible instead of letting them hide. We'd rather show a pay system that holds up to a hard look than make a fairness claim we couldn't back with the numbers.
Curious how we keep pay fair as we grow? Let's talk.
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