Wage gap statistics continue to show that efforts around equitable pay distributions continue to fail. These data inform us that the outcomes are not meeting expectations therefore something must change. We still see nationally that white men are paid more than any other gender or racial group, which tells us that we are hiring more diverse workers, yet we still are not paying workers equitably. What literature continues to show is that humans will come into things with their own biases and experiences, and our objective then is to reduce the potential for harmful effects of bias in decision-making. It is unreasonable to expect managers to come to the same dollar figure, and thus there becomes a need to better understand what is necessary to narrow the gap between managers. This quantitative study worked to understand how differences in managers decision process can remain, and with what amount of information could we begin to start using which would influence a more equable decision when it relates to salary decisions. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]