lculate your gender pay gap, build salary bands you can publish and prepare managers and recruiters for pay talks
What You Will Learn:
- Calculate all seven gender pay gap metrics from a payroll extract and split the gap into explained and unexplained parts
- Build salary ranges from the market median, with midpoint, range width and compa-ratio for every employee
- Group different jobs into categories of equal value using skills, effort, responsibility and working conditions
- Price a pay equity remediation plan in dollars and schedule the corrections across two review cycles
- Write a seven-section pay transparency policy and fill in the gender pay gap report form
- Run a salary conversation with an employee in four steps without discussing anyone else’s pay
- Name the salary range in the first minute of a screening call and replace the salary history question
- Map which pay transparency obligations apply to your company, from which date and who owns each one
- Learn with Mike Pritula, the #1 HR instructor on Udemy, alongside 2,000,000+ of his Udemy students
- Learn from 20 years of hands-on HR practice at Wargaming, Preply, iDeals and Starlightmedia
Overview
If you’ve spent any time in the tech industry, you know that pay transparency has moved from a “nice-to-have” progressive perk to a legal mandate that is currently keeping HR Directors awake at night. I’ve seen dozens of compliance courses that are nothing more than a lawyer reading a PDF for three hours. Mike Pritula’s course, however, is a different beast entirely. It’s a hands-on lab for people who actually have to do the work. The EU Directive is massive, and most companies are woefully unprepared for the shift from “discretionary pay” to a world where your salary bands are public knowledge.
What I appreciate here is the lack of fluff. This isn’t just about avoiding a lawsuit; it’s about the cultural shift of the modern workplace. We are moving toward a standard where job-ready skills include the ability to defend a salary figure with data, not just “market intuition.” Pritula approaches this from a career growth perspective, teaching you how to architect a system that is both fair and competitive. Whether you are prepping for a certification prep milestone or just trying to keep your startup from getting fined, the focus is on building a repeatable, defensible framework. It’s an opinionated take on how to bridge the gap between “what we pay” and “what we say,” making it one of the more valuable real-world projects I’ve seen in the HR tech space lately.
Prerequisites
You don’t need to be a data scientist to get through this, but you shouldn’t be a total stranger to a spreadsheet either. To get the most out of this course, you’ll need:
- A foundational understanding of Human Resources or Compensation & Benefits (this is not “HR 101”).
- Intermediate Excel or Google Sheets skills—if you can’t run a VLOOKUP or a Pivot Table, the math sections will feel like a marathon.
- Access to (or a sample of) payroll data to practice the calculations in real-time.
- A basic grasp of your current company’s hiring process and how salary offers are currently generated.
Skills & Tools
This course stays away from theoretical nonsense and dives straight into industry-standard tools and methodologies. You aren’t just watching videos; you’re building an infrastructure. You will master:
- Data Analysis: Using Excel to perform regression-style analysis on payroll extracts to find the “unexplained” gap.
- Benchmarking: Utilizing market median data to set competitive, sustainable salary ranges.
- Strategic Communication: Learning the scripts to handle the “why does he make more than me?” questions without breaking confidentiality.
- Project Management: Mapping out a compliance roadmap that spans multiple fiscal years.
- Policy Design: Drafting pay transparency documentation that actually makes sense to employees.
Career Benefits & Job Roles
The demand for professionals who understand pay equity is skyrocketing. We are seeing a new breed of Total Rewards and People Ops roles that require these specific job-ready skills. Completing a deep dive like this can significantly boost your career growth, especially in the European market or at US firms with a global footprint. This course is ideal for:
- Compensation Managers: Who need to modernize their salary bands for the transparency era.
- HR Business Partners (HRBPs): Who are on the front lines of salary negotiations and performance reviews.
- Recruitment Leads: Who need to navigate the new rules regarding salary history bans.
- Diversity, Equity, and Inclusion (DEI) Specialists: Looking for beginner to advanced methods to quantify the gender pay gap.
- Startup Founders: Who want to build a “transparent-first” culture from the ground up.
Pros
- The Mathematical Rigor: Unlike “soft” HR courses, Pritula makes you do the math. Splitting the pay gap into “explained” and “unexplained” components is a real-world project that provides instant value to your organization.
- Tactical Interviewing Advice: The section on naming the salary range in the first minute of a call is a game-changer. It’s a hands-on lab in efficiency that saves recruiters dozens of hours of wasted time.
- Mike Pritula’s Pedigree: You’re learning from someone who has scaled HR departments at massive tech firms like Wargaming and Preply. This isn’t academic theory; it’s battle-tested industry-standard practice.
Cons
- The Intensity of the Calculations: If you are coming from a non-analytical HR background, the “seven metrics” and compa-ratio modeling can feel overwhelming. It’s a steep learning curve that requires you to pause and re-watch the technical segments to truly grasp the advanced concepts.