| Overall Rating | Silver |
|---|---|
| Overall Score | 54.92 |
| Liaison | Leila Lamoureux |
| Submission Date | Dec. 9, 2024 |
Babson College
PA-13: Pay Equity and Living Wage
| Status | Score | Responsible Party |
|---|---|---|
|
1.08 / 5.00 |
Leila
Lamoureux Director, Sustainability and Campus Utilization Facilities Mgmt & Planning |
13.1 Internal pay equity assessment
Description of the methodologies used to assess internal pay equity:
We work with outside counsel who are trained to do this type of regression analysis and they perform the analysis on different pay groups/gender/race. This is done every 2 years.
Are the pay equity assessment(s) inclusive of both academic and non-academic staff?:
Do the pay equity assessment(s) explicitly address pay equity by gender identity?:
Do the pay equity assessment(s) explicitly address internal pay equity by racial, ethnic, and/or Indigenous identity?:
Does the institution publish the results of its internal pay equity assessments?:
Published results of the institution’s most recently finalized internal pay equity assessment:
Online resource where the results of the institution’s internal pay equity assessments are available:
The Reporting Tool will automatically calculate the following figure:
13.2 Percentage of employees that receive a living wage
Narrative and/or website URL detailing the institution’s living wage accreditation:
Provide wage figures in the institution’s local currency and expressed as hourly rates.
Performance year for living wage:
Living wage:
Standard or methodology used to determine the living wage:
MIT Living Wage Calculator
Wage floor for regular/permanent employees:
Wage floor for short-term/casual academic staff:
Wage floor for short-term/casual non-academic staff:
Percentage of employees that receive remuneration equivalent to at least a living wage:
Narrative outlining the forms of remuneration included in the living wage calculations:
Base Salary and benefits were considered
Has the institution made a formal commitment to pay a living wage?:
Narrative and/or website URL detailing the institution’s formal commitment to pay a living wage:
The Reporting Tool will automatically calculate the following figure:
13.3 Percentage of significant contractors that pay a collectively determined or living wage
Documentation affirming that the institution has no significant contractors:
Total number of significant contractors:
Number of significant contractors known to pay a collectively determined or living wage:
Description of the methodology used to determine which significant contractors pay a collectively determined or living wage:
We regularly benchmark our roles to external market using multiple sources – both from the perspective of position-based benchmarks and location specific differentials. As well, more broadly, we regularly monitor market conditions and regulations including minimum wage, general inflation, market trends and geographical variances. In support of the business, we aim to understand and combine all of this data into informed pay ranges and recommendations.
The Reporting Tool will automatically calculate the following two figures:
Points earned for indicator PA 13.3:
Optional documentation
Additional documentation for this credit:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.