Additional analysis on the combined impact of gender and race/ethnicity on compensation are performed using white males as the reference group. In this analysis, the controls used are gender and race/ethnicity combination, length of service, flsa exempt status, eeo job code, and job title. These tables also provide results in similar format. For this particular analysis, there appears to be no significant disparity since the results for each group do not indicate a statistically significant difference based on typical OFCCP guidelines – none of the standard deviation values exceed two, and the Female, American Indian are not in a qualified comparison group since there are only four (<5) employees in the group (based on OFCCP’s 30/5 rule).
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).
