Mathison vs PayAnalytics

Mathison is a workforce analytics platform for People, HR, and Talent leaders, with tools for measuring workforce demographics, assessing equity, planning DEI goals, and supporting inclusive sourcing. Its Dashboard connects to an HRIS to measure gender, ethnicity, age, and tenure across departments; Mathison lists integrations with over 30 HRIS systems. The Equity Index assesses four employee-lifecycle categories and gives development scores and stages. Its Action Plan turns identified gaps and biases into prioritized DEI goals, while Groups lets organizations manage DEI across company portfolios or subsidiaries and limit access to aggregated views. Sourcing Support analyzes skills and experience across more than 3,000 networks to identify candidates from 12 or more underrepresented communities, and can send leads to ATS platforms including iCIMS, Greenhouse, Workday, and Lever. Other tools include a Knowledge Center with more than 70 resources and a Bias Scanner for written communications. Monthly online training is led by certified DEI experts. The web-based service is paid, with pricing available on request, and Mathison is now part of changeforce.

PayAnalytics is a web and API platform for analyzing pay equity and workforce composition. It models compensation structures to identify factors influencing pay and measure gaps, then recommends pay raises according to priorities and budget while estimating the cost of closing gaps. Job Evaluation applies standard, objective criteria to compare the relative value of roles. Reporting includes templates for country, local, and state requirements plus customizable leadership reports. Users can upload Excel or CSV files or connect through an API, export to Word, Excel, PowerPoint, and PowerBI, and connect with tools such as Tableau through an API. Attrition and diversity analytics are included. The platform supports seven languages and multiple currencies with user-defined exchange rates. PayAnalytics is a paid subscription priced on request, with a minimum one-year term and unlimited users. An equal-pay analysis needs specified employee fields, and around 50 people are needed to use all capabilities.