Gender pay inequities are increasingly coming to light, as more people become outspoken about these issues.  We recall that actor Jessica Chastain recently spoke of pay equality and, most recently, six male BBC journalists voluntarily decreased their pay in response to public outcry.  While these media-worthy stories call attention to this important issue, from an organizational standpoint, compliance with rules and regulations governing fair pay are first and foremost considerations for the Human Resources professional.  Pay differences between genders do exist, and when they do, they must be justified by objective factors such as performance, tenure, career progression, time in workforce, etc.  Recent legislation in certain states that prohibit employers from requesting salary history are aimed to make salary offers based on the job, not on the applicant’s former pay level.  Human Resources and compensation professionals are tasked with ensuring that decisions regarding pay are made in an objective manner, not otherwise influenced by factors that are discriminatory to gender, and for that matter, to any protected class.