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Job Architecture

In order to best align our company to market practices, we developed a job architecture that categorizes every role into a family and sub-family. It is a sound, easy to use system for determining the value of jobs based on the business structure and market practices. Our job architecture creates a formal framework that helps inform HR structures and guidelines that align with the business.

Job Family and Sub-Family

A job family is a broad function/skill based category and sub-family is a more defined category that applies to the job (Example: Job Family Finance & bwin live casino gamesAccounting; Sub-Family: Accounts Payable).

Job Level

Job levels are a method of objectively and accurately assigning value to individual positions within the organization. Our leveling takes into account experience, assignment of work, role in problem-solving, strategy and planning, oversight received and overall scope. Job levels are determined by LOB Leads/ Group Managers and the HRBP.

Salary Range

The range of pay rates, from minimum to maximum, set for a position.

Internal Equity

Employees' pay compared with those in similar positions within an organization.

Market Competitive or External Equity

Employees' pay compared with those in similar positions in other organizations. Market competitiveness is always assessed against competitive data within Bwin online live casinothat employee’s location.

External Salary Surveys

Market competitiveness is assessed using salary surveys. VMG purchases surveys specific to the industries we operate in from outside consultants. These surveys provide a reliable source of compensation data by anonymously compiling compensation data across many organizations.

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In the fourth quarter of 2018, VMG conducted its first Pay Equity Study. The analysis was conducted by an independent statistician to ensure a fair and unbiased process. As we shared with our employees in December 2018, findings from the study resulted in salary adjustments to less than 0.7% of our global workforce.

Since our first pay equity Bwin online live casinoassessment, we have made progress in our efforts to prevent gaps from arising in the first place by standardizing global pay ranges, refining the quality of our data and applying learnings to our people processes.

In the third quarter of 2020, we conducted our second Pay Equity Study, which included Refinery29. This study was also conducted by an independent statistician. The review analyzed pay (base and bonus where applicable) for employees within a specific Line of Business/Job Family/Sub-Family/Job Level across all countries with more than 30 employees. The analysis looked at pay by gender in all countries and pay by race in the US. For countries with bwin live casino onlinesmall employee populations, where statistical analysis could not be run, the Compensation Team conducted an internal salary review of pay by gender and job level.

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Our second Pay Equity Study, also performed by an independent statistician, resulted in adjustments to approximately 0.6% of our global workforce. In addition to monitoring pay equity, we continually evaluate other actions to ensure fair pay practices across the globe. For example, we also performed a supplementary market analysis in connection with the integration of R29 into VICE Media Group and related organizational restructurings, and realigned where there were legacy bwin live casino onlinepay differences in comparable positions. Those who required an adjustment fell into every demographic category. All adjustments were effective October 1, 2020.

In Conclusion

Ensuring pay equity and a continued bias-free and fair approach to pay is an ongoing process, but we are pleased that we are making progress. Each time we conduct a pay analysis, we learn something new that helps us continue to improve in every aspect of the employee journey from recruitment to performance management to career development. We will continue to evaluate our workforce practices on an ongoing basis in order to advance and sustain equity across our global teams.

Data is as of October bwin live casino games1st 2020. Analysis includes all active regular employees and excludes temporary, contingent/contract workers, freelancers and interns/apprentices. BIPOC employees are those that have self-identified in the US as American Indian or Alaska Native, Asian, Black or African American, Hispanic or Latinx, Native Hawaiian or Other Pacific Islander, Two or More Races.

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