Facebook Business Integrity Associate Salary
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A year of Facebook salary data showing compensation for engineers, product managers, researchers and hundreds of other positions
Facebook Business Integrity Associate Salary
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If you want a high salary at Facebook but are not an executive or executive, look for a job in engineering, marketing or communications.
Senior engineers can easily earn six-figure salaries, as can those at the level of marketing and communications directors, according to Facebook’s one-year salary data. Insider pulled the information from more than 15,000 work visa applications the company submitted to the U.S. government in 2021. For example, an engineering manager earns less than $350,000 a year. Internal communications executives earn $300,000.
It’s just wages. Facebook’s total compensation package includes an initial generous grant of restricted stock units, usually equal to salary, “updated” at annual performance reviews, like those ending now. Review is at least another equity grant equal to the dollar amount of a person’s salary. For those considered to be doing well, it could be three to four times that number.
Of course, it depends on the job, and as remote work becomes more common, it depends to some extent on where the worker is located. Visa data shows that Facebook, aka Meta Platforms, now has full-time employees in 17 states, from Hawaii to South Carolina. A data scientist in California earns $170,000 a year, while a data scientist in Maryland earns $155,000. A software engineer in Massachusetts earns $123,000 a year and a software engineer in New York earns $160,000 a year.
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Information is limited. It only covers jobs that Facebook recruits from other countries, which was broad last year as the company struggled to recruit and retain talent. It has a high demand for data scientists and engineers, and a shortage of managers. Stock grants are not included in the data, nor are experience and its impact on compensation. Still, it provides insight into Facebook’s compensation levels.
Read on for a breakdown of how much the social media giant pays for nearly 300 different jobs. Also be sure to check out Insider’s large tech salary database, which contains data on what Apple, Tesla, Amazon, and others pay their employees. If you’re serious about paying your employees fairly, a pay equity analysis is an essential tool in your arsenal. Let’s look at the definition of a pay equity analysis, why you should perform it, and the steps to a comprehensive pay equity analysis.
Pay equity revolves around the belief that if employees do work of equal value, they should be paid the same. This is defined as work that requires substantially similar skills, responsibilities and job complexity to be performed under similar working conditions.
In a retail store, for example, male shelf stackers and female sales assistants should theoretically be paid equally, unless there is a good reason for the pay difference. Equity differences in pay can be attributed to differences in ability, tenure, and qualifications among employees.
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Human resources professionals conduct a Pay Equity Analysis (PEA) to see if pay disparities exist in an organization. This is done through statistical analysis of salary data. Employees performing “like” jobs compare their salaries. Any unreasonable discrepancies are recorded and proposed to senior management and the leadership team for immediate changes to create a fairer compensation structure across the business. PEA is usually done annually in the organization, but can be done as the company sees fit.
Many organizations continue to pay women and minorities less than white men for the same jobs. However, a survey by Glassdoor reported that 67% of U.S. workers would not apply for jobs at organizations where they believed there was a gender pay gap. Not only are more and more workers demanding fair pay, but the law is slowly catching up and requiring businesses to get involved.
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It is fair and ethical to conduct a pay equity analysis. It demonstrates your commitment to Diversity, Equity, Inclusion and Belonging (DEIB), improves your compensation and benefits structure, helps you remain competitive in your industry as an employer, meets shareholder expectations, and ensures compliance with the law.
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Human Resources is responsible for ensuring that the organisation complies with any relevant pay equality legislation. Failure to do so could result in lawsuits and other legal action, and could irreparably damage the organization’s reputation with employees and customers. That damage can be more expensive than any fines the company faces.
Legal requirements vary by country and state. In the U.S., the Equal Pay Act of 1963 states that organizations must pay the same wages for equal pay for equal work, which means that all U.S.-based organizations must comply. Other laws, such as the Americans with Disabilities Act (ADA), do not apply to small businesses, so HR executives must check which laws apply to their organizations.
In March 2021, California passed a new law requiring employers to file annual equal pay reports. Meanwhile, Colorado and several other states have passed or are considering passing pay transparency bills. In the New Jersey Diane B. Allen Pay Equity Act, there are 13 protected categories, including gender, race, sexual orientation, and age. In Ontario, the Pay Equity Act requires employers to classify their jobs as a female job category (if 70% of employees are female), a male job category (if 60% of employees are male), or gender neutral (if the number of employees is similar) . These job categories are then compared to work categories of equal value, and pay rates must be adjusted accordingly.
In Europe, the European Union (EU) monitors and supports the implementation of Directive 2006/54/EC on equal pay for equal work in its member states. What’s more, the European Commission is proposing a new directive on pay transparency aimed at strengthening equal pay for equal work.
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To ensure you eliminate legal risk? Update your current compensation practices and policies? Responding to shareholder demands? Eliminate pay inequality among employees? Or something else? It’s important to be clear about your goals at the outset, as these will shape the process and approach.
It’s just as important to get leadership buy-in before starting the analysis. Knowing your end goal will allow you to explain to senior management the purpose of the audit and how it will benefit the organization in the long term. Pay equity analysis requires people, time and money, so you need to make sure you have the budget and capacity to handle the task. It is common to require human resources personnel, finance or payroll personnel, and legal counsel to assist with audits. Also, you may want to get help from an analytics team or a data scientist – anyone with experience with regression analysis and statistical software.
The second step is to evaluate your existing policies. What does your compensation and benefits package look like? If your organization spans multiple locations, what is the difference (if any)? Your compensation and benefits team will likely be well aware of where pay differentials exist, so you may want to start here.
Pay equity analysis is a never-ending complex process. Start with the basics, such as determining whether your current compensation policy is fair based on gender and race, and build from there. Google, for example, is concerned that its customer-facing employees have an unfair advantage, making them more likely to be promoted to higher-paying positions. They did a pay equity audit and found that wasn’t the case.
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Under federal law, a pay difference is justified if an organization can demonstrate that the difference is based on one of the following:
However, it’s important to note that the fourth factor has recently come under scrutiny, with many states now requiring factors other than sex to be work-related or based on business need.
“Comparable jobs” or “substantially similar jobs” are generally defined by state law as jobs that require substantially similar skills, responsibilities, and commitment and are also performed under similar working conditions. To determine whether two jobs are comparable, it is necessary to analyze the entire job. This process is called a job evaluation. Compatibility cannot be determined just by looking at the job title and job description. Also, you should not automatically assume that positions in different departments or units are not comparable.
Identifying all employees doing similar jobs is a critical step in the process to ensure your organization complies with legal requirements regarding pay equity. As emerging trends in pay equity laws go beyond gender, it’s important to check the legislative details in your area
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