The new standard of pay equity.

Fair Pay Workplace, backed by Syndio, partners with the world’s leading companies across industries on their journey to achieve equal pay for equal work, attract and retain the best talent, and build an equitable future for all.

Join the movement.

Simple concept. Straightforward process.

As a Syndio customer, getting certified as a Fair Pay Workplace is seamless, thanks to our proven workplace equity analytics platform, data scientists, legal experts, and customer advocates.

Here’s how it works:

Proud to Partner With This Group of Certified Fair Pay Workplaces

These companies are champions of their people and are leading the way in pay equity. By choosing Fair Pay Workplace certification, they are ensuring their method of analysis and commitments were reviewed and validated using transparent rules and standards to create confidence, trust, and transparency for their employees. Fair Pay Workplace Certification is a commitment to an ongoing look at pay, not a moment in time analysis.

Certification: Progress Rooted in Process

Transparency and a commitment to pay equity are about more than just saying, "I promise." Not every pay equity analysis or action is created equal. Fair Pay Workplace Certification uses a trusted and transparent methodology to ensure that we hold companies equally accountable, and over time create long-lasting change.

Certification Rules and Standards

When you see the Fair Pay Workplace Certified logo on a company’s website, you can have confidence that their pay data has been evaluated using the Rules and Standards developed by an Alliance of experts, and that they have an ongoing commitment to pay equity.


Pay Gap vs. Pay Equity

The Difference Between Pay Equity and Pay Gap

Pay gap is an important metric that captures the average pay of two different groups of people—for example, the average pay of all working women compared to the average pay of all working men. It is not capturing the concept of equal pay for equal work, which is pay equity.

This pay gap exists for two historical reasons: First, women are more likely to be found in lower paying jobs than men, often referred to as “pink collar jobs”—roles in education, administration, and social work, roles less dominated by men like science, technology and finance. Second, women are less represented in top leadership roles and top paying positions.

Pay equity is paying one group of people (say, women) the same as you pay another group (say, men) who do the same job.

The Relationship Between Pay Gap and Pay Equity

Pay equity and the pay gap are certainly connected, and in some cases need similar solutions. For example, pay inequities and pay gaps can both be caused or exacerbated by policies around promotions or raises, and how transparent or discretionary they are (or aren’t). But pay gaps are easier to measure, since it’s a basic average/median of the pay of all employees in a certain group. But pay equity is much more nuanced—first you have to identify groups of people who do similar work, and take into account factors like tenure and education. Calculating and fixing pay equity certainly can lead to a smaller pay gap.

Ready to start your certification process?

Our Partners

We are proud to partner with leading organizations and experts from around the world in domains that span law, business, academia, HR, DEI and data science. These experts are part of the Fair Pay Workplace Alliance. This Alliance of experts convened over many months and conversations to align on a set of Rules and Standards that guide the certification process.

Start your certification journey.