Step 2: Collect Pay Gap Data

Step 2: Get the Pay Facts

Your personal total annual compensation is set. Now you need the context.

To close the pay gap, you must know the industry, market, and company compensation ranges for your position.
Step 2 is about research and data. The more data you collect, the stronger your position becomes. Context is your leverage. Numbers don’t lie,

Understanding the Pay Range

Most people focus on a single salary number. Companies focus on a salaray range for each position. To determine if your company has a pay gap problem, you must identify three specific points:

• The Minimum: The lowest amount a company pays for this role.
• The Midpoint: The market average. This is where a fully qualified person should be.
• The Maximum: The cap. If you are here, you are likely due for a promotion, not just a raise.

Three Areas to Determine if You Are Paid Fairly

1. The External Market

Proof beats guesswork. Use data to find your market value.

2. Your Internal Company Check

Determine where you sit within your organization.

• Check Your Employee Manual: Look for specific language on benefits, levels, and pay scales.
• Look for Transparency: Does your company perform gender pay gap audits? Search for their latest transparency report.
• Identify Your Pay Band. Ask HR for the salary range of your specific job grade.
• Assess Your Raises: When was your last raise? Calculate the exact percentage for each year you have worked there. If it didn’t keep up with inflation, you took a pay cut.
• Perform a Compression Check. Are new hires in your department starting at the same rate or a higher rate than you?
• The Peer Pulse. Ask a trusted colleague: “I’m tracking my range against the market. My research shows our role typically pays between [Low] and [High]. Does that align with what you know about our company’s pay scale?

3. Your Evidence Log

Performance is your proof. Pull the right data to show your impact.

• Save All Reviews. Gather every performance review, email of praise, and project completion report. Highlight progress and improvements where applicable.
• Quantify Your Wins: Did you save money? Beat a deadline? Get new business? Deliver a project under budget and on time? Document each
• The “Above and Beyond” List: Note every task you perform outside your original job description.
• Testimonials: Save every “Thank You” email from clients or managers in a dedicated folder.

The Litmus Test: Where do you land

The Underpaid (Below 0.40)

You are earning less than the market median. Your experience and impact are being undervalued.

• The Verdict: You are leaving money on the table every month.
• Next Step: Move immediately to Step 3: Review or Options and Address

The Median Range (0.40 – 0.60)

You are earning exactly what the “average” person in your role makes.

• The Verdict: You are safe, but you may not be fully compensated for your performance wins.
• Next Step: Share your story with us. How did you get to the middle? What is stopping you from hitting the top?

The High Range (Above 0.60)

You are in the top tier of your field.

• The Verdict: You have mastered the “Evidence Log.” You are a high performer.
• Next Step: Submit your win. We track wins, not just gaps. Help us show others what is possible.

Ready to Close Your Gap?

If your math shows you are underpaid, stop waiting for a “standard” annual review. You have the facts. Now you need an action plan.
Step 3: Your Action Plan