If groupings such as location or department were selected to perform additional regression analyses of gender impact on compensation, the report will include separate sections for the results. The tables are similar in format to the overall analysis by gender. This analysis shows that only 65.4% of the observations are in qualified comparison groups as specified by the OFCCP. These groups are indicated in the rightmost column of the table. The negative estimated impact values indicate that female pay rates are less than the male pay rates in the aqua, blue and green job groups, with standard deviations ranging from 0.34 to 1.62. Also, notice that the “orange”, “red”, “white” and “yellow” job groups are not qualified comparison groups since there are less than 30 employees in the group (based on OFCCP’s 30/5 rule). These results do not indicate a statistically significant difference based on OFCCP guidelines.
The detailed report will include a statistical test of the factors used in the regression model. For this analysis, a table is included with the number of observations used in the analysis, the degrees of freedom for error and the percent of the variation explained by the model. For the overall analysis of gender impacts on compensation, the selected model with the included factors explains 86.5% of the variation in compensation. In the subsequent table, note that service, EEO job code and job title have a significant impact on compensation at a 95% confidence level, as indicated by the highlighted standard deviation values of 5.20, 3.56, and 7.30.
Another option is to display only significant regression results. This would only include the items from the standard analysis that produced significant results. This also provides information such as reference groups and controls used in the regression model. Note that all the resulting estimated impact for this specified report would be highlighted in red or bolded since only results considered significant based on typical OFCCP guidelines are included. For this regression analysis, the “Black” employees appears to have a pay rate that is 71.35% less than the reference race within the “white” job group. However, note that none of these are in qualified comparison groups since there are only 20 employees in the group (based on OFCCP’s 30/5 rule).
