Compensation Equity & Band Analytics

Meridian BioSciences · Q2 2025 Merit Cycle · 1,840 Employees

Median Compa-Ratio
0.94
+0.02 vs Q1
Pay Band Penetration
76.4%
Within ±15% midpoint
Gender Pay Gap (Band)
3.1%
Target <2%
Merit Increase Score
82/100
+4 vs FY24
OT Concentration Gini
0.58
Finance: 0.67
Long-Tenure Compression
18.2%
Target <15%

Compa-Ratio Distribution by Department & Tenure

Compa-Ratio by Department × Grade

L1
L2
L3
L4
L5
Engineering
0.98
0.93
0.88
0.87
0.91
Research
1.01
0.96
0.92
0.84
0.90
Operations
1.03
0.99
0.95
0.92
0.94
Finance
0.97
0.95
0.91
0.89
0.90
Sales
1.02
1.00
0.97
0.96
0.98
≥0.95 0.85–0.94 <0.85

Pay Band Penetration Rate

Merit Increase Effectiveness by Performance Rating

Gender Pay Gap Within Band (L4 Research)

Male Median Compa-Ratio
0.86
Female Median Compa-Ratio
0.82
Gap
4.8%
Alert: Exceeds 2% threshold. 34 female employees affected. Equity adjustment recommended: $127K.

Compensation Equity Detail by Department & Grade

Department Grade Headcount Median Compa Gender Gap % Long-Tenure Compress % Status
Engineering L3 142 0.88 2.1% 28.4% Action Required
Research L4 89 0.84 4.8% 14.2% Action Required
Operations L2 203 0.99 1.4% 9.1% Compliant
Finance L3 67 0.91 2.8% 16.7% Monitor
Sales L4 51 0.96 1.1% 8.3% Compliant
Engineering L5 38 0.91 3.2% 22.1% Action Required
Research L2 124 0.96 1.7% 11.4% Compliant
Operations L4 72 0.92 2.3% 13.8% Monitor

Bonus Payout Equity by Performance Rating

Overtime Concentration by Department

Equity Adjustment Budget

$1.84M / $2.1M

Off-Cycle Adjustment Rate

14 / 100 employees

Total Cash Variance

+3.2% vs Budget

Total Cash Variance by Cost Center (Q2 2025)