Also called: Pay Transparency Analyst, Compensation Equity Analyst
Uses statistics to check whether a company pays women, men and people of different races fairly for the same work, and helps fix gaps.
You pull salary data for 12,000 employees and run a regression to see if gender explains pay differences after accounting for job, location and experience. You find an unexplained gap in one engineering group and help plan raises. Then you prepare for new state laws that make companies post pay ranges in job ads.
Approximate: anchored on Bureau of Labor Statistics data for a broader job group.
Bachelor's degree (4-year), about 4 years after high school. Bachelor's in economics, statistics, HR or business; some have a master's.
Ways in: 4-year college, Graduate school. Training cost: $15k – $60k.
Majors to look at: Economics, Statistics, Human Resources, Industrial-Organizational Psychology.
Growing faster than average. Pay transparency laws in states like California, New York and Colorado are adding demand.
Medium risk for 10 years. Software runs the regressions; explaining causes, working with lawyers and planning fair fixes stays human.
Classes: AP Statistics, Economics, Spreadsheet class.
Official data: O*NET occupation 13-1141.
Career Universe is an early version. Pay, training and AI-risk figures are estimates to start your own research, not verified facts. The research was written with AI research assistants, checked by validation scripts and spot-checked by hand. Check anything important with schools, employers and official sources. How the numbers work.