What is the term for determining internal pay equity within an organization?

The term for determining internal pay equity within an organization is best described as intraorganizational equity. This concept involves assessing and ensuring that employees within the same organization are compensated fairly relative to each other for similar roles, responsibilities, and contributions. It addresses issues related to wage disparities that might arise due to factors such as gender, tenure, and job performance within the same organization.

Internal pay equity is crucial for maintaining workforce morale and reducing turnover, as it fosters an environment of fairness and transparency. Organizations typically conduct pay audits and analyses to identify any discrepancies and make necessary adjustments to align salaries, ensuring that all employees feel valued and fairly compensated for their work.

The other concepts, while related to compensation and equity in some ways, do not specifically refer to the internal equity assessment within a single organization. Interorganizational fairness compares pay structures between different organizations, equitable compensation analysis could be broader and not limited to internal comparison, and salary benchmarking is the practice of comparing salaries to industry standards, which focuses more on external market rates rather than internal equity.