Ready to Build Competitive and Equitable Pay Bands?

In today’s competitive job market, getting compensation right is more critical than ever. If you’re a compensation manager, HR professional, or finance executive, you’ve likely been knee-deep in spreadsheets trying to create fair and equitable pay bands for your teams.

And let’s be real, it’s not just about filling in numbers anymore. It’s about ensuring pay equity—so that no matter where employees sit within your organization, they’re compensated fairly for their role, level, and location. That’s where pay bands and compensation ranges come in, helping you standardize pay across teams and eliminate disparities. But the process of setting them up can be overwhelming and prone to errors.

Don’t worry, we’ve got you covered. In this guide, we’ll break down how to create competitive and equitable pay bands, the common pitfalls to avoid, and how Pequity’s software can help make the entire process seamless and precise.

What Are Pay Bands and Why Do They Matter?

Let’s start with the basics. Pay bands (also called salary bands or compensation ranges) are predefined ranges of salary that an organization sets for specific roles, levels, or departments. Typically, each band has a minimum, midpoint, and maximum salary. This gives companies flexibility to compensate employees based on experience, performance, and market competitiveness.

But here’s the catch: if pay bands aren’t set properly, they can lead to compensation discrepancies and unintentional bias. You could end up paying two employees vastly different salaries for similar work—something no HR manager wants to explain during a pay equity audit.

That’s why it’s so important to create pay bands that are transparent, equitable, and reflective of market trends. The goal is to balance internal fairness while staying competitive in the external job market.

How to Create Pay Bands That Ensure Pay Equity

Start with Market Data:
- Before you dive into creating pay bands, you need a solid understanding of the market. This means benchmarking your salaries against industry standards. Using compensation data (like Pequity’s Market Pulse data) allows you to see what similar companies are paying for comparable roles. Without reliable market data, you run the risk of underpaying or overpaying employees—neither of which is ideal.
Define Your Compensation Philosophy:
- Do you want to pay at market, above market, or below market? Your compensation philosophy will guide how you build your pay bands. If you’re targeting top talent, paying above market might make sense, but if you’re in a cash-tight industry, you may aim for a balance of competitive and budget-conscious ranges. Pequity’s compensation experts can even help you develop this philosophy if you’re unsure where to start.
Structure Pay Bands for Flexibility:
- One of the biggest challenges in compensation is creating pay bands that are flexible enough to reward performance and experience without breaking the bank. Pay bands need to allow room for growth within roles, ensuring employees have opportunities for raises as they gain experience. Pequity’s software can help you visualize these ranges in real time and adjust as needed.
Incorporate Geographic Differences:
- A senior software engineer in San Francisco probably shouldn’t make the same as one in Omaha. Geographic pay differences are real and essential to factor in. Pequity’s platform allows you to build location-based pay ranges automatically, so you’re always staying competitive while accounting for cost of living variations.
Review and Adjust Regularly:
- The job market is constantly changing, which means your pay bands should, too. Don’t set them and forget them. With Pequity, you can quickly update pay bands as new market data comes in or as your company’s compensation philosophy evolves. Staying agile means keeping your compensation equitable and competitive.

Common Pitfalls to Avoid When Setting Pay Bands

Even with the best intentions, companies can fall into some common traps when creating pay bands. Here’s what to watch out for:

Over-Reliance on Historical Data: Just because an employee has always been paid at a certain rate doesn’t mean it’s aligned with market trends today. Be sure to use up-to-date compensation data to avoid pay inequity.
Inconsistent Application of Pay Bands: Ensure managers understand and use the pay bands consistently. Without clear communication, one department might follow the rules while another creates their own off-the-record bands. Pequity’s approval workflows ensure pay band consistency across teams.
Ignoring Internal Equity: Market data is critical, but so is internal fairness. Make sure you’re not creating disparities between employees at similar levels simply because their jobs look slightly different on paper. Pequity’s compensation tools allow you to benchmark internally and externally for a more holistic view.

How Pequity Helps You Set (and Stick to) Equitable Pay Bands

Creating fair and competitive pay bands is one thing. Managing them is another. Pequity’s software simplifies the process by giving you the tools to:

Access Real-Time Market Data: Pequity’s Market Pulse keeps you up-to-date with the latest salary trends, so your pay bands always reflect the current market.
Automate Pay Band Creation: Save yourself hours of manual work by letting Pequity automate the process of building pay bands across teams, levels, and locations.
Ensure Pay Equity: With Pequity, you can visualize and compare pay bands across teams to ensure pay equity—no more awkward disparities.
Streamline Approvals: Pequity’s automated approval workflows ensure managers are following the compensation rules you’ve set—no renegade raises allowed!