Who this is for: HR and compensation teams who have built their pay model and want to plan remediation. No statistics background is assumed - the deck walks through one worked example end to end. Useful before you commit any budget, and as a reference for the settings that shape every run.
Description: This deck explains how the simulation projects pay raises without touching live payroll. It covers the core idea - the deficit between an employee's predicted fair pay and their actual pay, and why a zero deficit means no raise; how the gap is measured inside comparable job groups and remediated one group at a time; and the two metrics you can target (the unadjusted gap you report, and the adjusted gap that can be fairly closed). It sets out who is eligible for a raise (the underpaid gender and below their own fair pay, raises only ever moving pay up), then the five levers you control: the gap metric, the target gap, the budget mode (a fixed budget that answers "what can this close?" or target-only that answers "what would the target cost?"), the budget amount, and an optional per-person cap. It shows how the budget fills the deepest gaps first, how it flows across groups largest-gap-first, and how to read the output - the gap after raises, total spend, and exactly who would be raised, exported as an Excel file.
How this helps you: Run any scenario as a read-only projection - nothing reaches employees and no data on the platform changes. The material tells you when to simulate (once the pay model is final, since any change to pay factors moves predicted pay and every raise with it), how to frame the run (set a budget, or set a target and let it report the cost), and what each setting does to the result. It also flags the limits to brief stakeholders on: a fixed budget or a per-person cap can stop a group short of target, pay is never cut, and budget never crosses comparable jobs or legal entities.