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    Name the Problem. Build the Fix.

    Most organizations suspect they have pay gaps. Fewer know where those gaps live, how large they are, or what's actually driving them. Without that precision, even well-intentioned investments in compensation can miss the mark. Edgility's Pay Gap Analysis cuts through the guesswork — giving your organization an evidence-based, statistically rigorous view of exactly where pay disparities exist and what needs to change.


    Using your HR and payroll data, we conduct quantitative analysis of compensation by role, level, race, ethnicity, gender, tenure, and other identity markers you track — isolating statistically significant differences in pay that are not explained by job-related factors like role, level, or experience. We pair that rigor with clear, accessible communication so you can engage boards, leadership, and staff in honest conversations about what the data reveals, rather than burying the findings in technical language that slows action.


    You receive a findings report that names where pay is aligned with your values and where it is not, highlights patterns rooted in historical decisions or structural bias, and offers practical, phased recommendations to close gaps over time — whether through targeted adjustments, changes to starting salary practices, or shifts in how promotions are decided. Because pay gaps are both a moral and an organizational risk — affecting your ability to retain talent, maintain staff trust, and protect your reputation — this analysis is also a strategic investment in your long-term competitiveness.

    Who We Partner With on Compensation Audits

    • Executive Directors/CEOs, CFOs, and HR/People & Culture leaders who need precise, data-backed intelligence on where pay gaps exist and what's driving them — not assumptions.
    •  Board members and compensation, audit, or finance committees responsible for stewarding organizational risk and equity, who need rigorous yet accessible analysis to guide policy and investment decisions.
    • Internal leaders and staff representatives who help interpret findings in context and support transparent, trust-building communication about what the data reveals and how the organization will respond.
    Learn More Today
    Non-Profit Pay Gap Analysis Consulting - Edgility Talent Partners LLC.

    Our Process for Pay Gap Analysis

    1

    EQUITY DISCOVERY & DATA PREPARATION

    We align on your equity questions and prepare HR and payroll data specifically for equity analysis, organizing compensation by role, level, race, ethnicity, gender, tenure, and other identity markers you track.

    2

    IDENTITY-BASED PAY GAP ANALYSIS

    We conduct quantitative tests to isolate statistically significant differences in pay between identity groups that cannot be explained by job-related factors such as role, level, or experience, and size the gaps for each affected group.

    3

    EQUITY FINDINGS & NARRATIVE

    We translate complex equity analysis into accessible findings that show exactly where disparities appear, how large they are, and which staff groups are most impacted, highlighting patterns that may reflect historical decisions or structural bias.

    4

    GAP-CLOSING STRATEGIES & ENGAGEMENT 

    We recommend targeted strategies to close gaps over time (e.g., focused adjustments, starting salary changes, promotion and progression shifts) and support you to engage boards, leadership, and staff in honest, transparent conversations about the path forward.

     

    Omar Carrera

    CEO

    Allison and Carrie were exceptional thought partners throughout the process. They brought a wealth of wisdom and experience to the table, yet remained flexible in adapting their approach to align with our specific organizational reality and culture.
    Canal Alliance

    Danielle Pointdujour

    Human Resources Officer, Urgent Action Fund

    Our work often requires rapid responses due to the nature of helping activists who are at risk. We’re grateful to Edgility for helping us slow down and take a step back to assess the health of our organization from a salary, equity, and performance perspective. It’s important that we reward our employees for their brave work. We look forward to continuing to partner with Edgility to develop and improve our internal systems.
    Urgent Action Fund

    Willa Marth

    Chief Diversity and Inclusion Officer, Planned Parenthood of Southern New England

    While Planned Parenthood of Southern New England (PPSNE) has worked to increase racial equity internally and externally, the racial reckoning of 2020 illuminated the need to ask ourselves what more we can do.  With Edgility's methodology, we had clear data points and recommendations to create a plan internally to address any wage gaps and further our commitment to racial equity. 

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    Sonia Dominguez

    Chief Operating Officer, AVANCE

    Marissa was extremely helpful and knowledgeable throughout the engagement. She demonstrated exceptional expertise, is a great presenter who communicated complex ideas clearly, and maintained a direct and responsive approach that made collaboration seamless. Their professionalism and ability to address our needs promptly contributed significantly to the success of the project.
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    Erica Kashiri

    Chief Operating Officer, Third Plateau

     Marissa was easily one of the top 3 partners I have ever worked with my entire career. She knows her stuff, is thoughtful, holds the line when the line needs to be held, and kept us on a great timeline. She is able to break down complex information that was WELL received to a very skeptical team of using benchmarking data. Plus, she just came off as a generally good human which I deeply value these days. 
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    Deena Mangrum

    Director of Talent Strategy, Para Los Niños

    Treating people equitably is core to who we are and why we exist. The tremendous insights we gained from our work with Edgility have strengthened our organization so we can continue to move the needle for even more marginalized children in the Los Angeles area.
    Deena-Mangrum

    Catrina Bryant

    Deputy Director, Arnold and Mabel Beckman Foundation

    The assigned Team was knowledgeable and thorough in the preparation of our materials and flexible in meeting the needs of our small org.
    Beckman Foundation

    J.J. Lewis

    Superintendent & CEO, Compass Charter Schools

    We’re so pleased with the work Edgility has done for Compass Charter Schools. It gave us a system and a roadmap that has brought incredible foundational value to our organization. We’ve dramatically reduced inefficiencies and can now confidently offer our teachers and staff equitable pay.
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    Illy Askia

    President & CEO, East Lake Foundation

     The Edgility Talent Partners team was very personable, professional, and direct. They listened to our needs and made adjustments when the direction of the project needed to change slightly. Our team truly enjoyed working with them. I would highly recommend them. 
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    Alicia Spurlark

    Director of Operations

    The process was clear, the product is strong, and the partnership empowered us to execute with grounding & expertise.
    Alicia S
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    And many of them do! Over three-quarters of our clients have worked with us more than once or came from a client's recommendation.

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