/cloudfront-us-east-1.images.arcpublishing.com/dmn/6WUYUQNBQVFMHGUS3EKMBUYEBM.jpg)
As more states and cities require pay scales with job listings, pressure grows for companies to provide the information with all open positions in the United States, not just where the law l ‘required.
Some companies have been early adopters: Airbnb Inc. already publishes the information with all of its publications, and Microsoft Corp. pledged to start next year when it becomes law in his home state of Washington. But as the number of cities and states passing pay transparency laws increases, more employers are adopting the practice.
Currently, Colorado, Washington, California, and New York City have all passed pay transparency regulations. The New York State Legislature also passed a similar law that, if signed by the governor, will take effect 270 days later.
Additionally, Connecticut, Nevada, and Maryland have regulations requiring that salary information be shared with job applicants upon request, with Rhode Island soon to follow.
The ultimate goal of these laws is to help historically underpaid and underrepresented groups — such as women and people of color — have a better chance of getting fair compensation. Armed with data, they can enter the hiring process with an idea of what they could earn, rather than having to negotiate blindly.
The National pay gap for women in the United States has stagnated at around 83 cents on the dollar for women. For some minority groups, it’s much worse, according to the US Census Bureau and the US Bureau of Labor Statistics.
Most companies say they meet the requirements of laws in all hiring jurisdictions, but refrain from disclosing compensation nationally. For workplaces that market themselves as fair and progressive, reluctance to share salary data can alienate employees and job seekers, said Tauseef Rahman, a partner at consultancy Mercer who has studied the evolution of the salary transparency.
“There is a risk of hypocrisy,” he said. “A company that brags about its pay equity but only meets the bare minimum on job posting transparency sends a mixed message: ‘You’re talking big game on X, but you’re mute on Y. Why? that ?’ ”
Airbnb
Airbnb said Sept. 15 that starting this year, it is sharing base hiring ranges for U.S. job postings with plans to expand that to open positions based in select countries outside of the United States. United States in 2023.
Alphabet
Alphabet Inc.’s Google began listing pay scales with national job postings on Nov. 1.
American Express
The payments company began posting salaries with all job postings ahead of the Nov. 1 deadline in New York. American Express also discloses the median salary of its current employees.
Citigroup
The Bank of New York began publishing pay scales with all job postings on October 20. Citigroup was also among the first companies to disclose the median gender pay gap for American workers, which is not required by law.
Expedia Group
The travel site will begin publishing salary ranges for all roles in the United States from January 1, 2023.
IBM
IBM began posting salary information with all job postings on November 1.
Microsoft
The tech company said it will begin publishing salaries with all new job postings starting in 2023. Microsoft also discloses median salary by gender and race for its US workforce.
Wells Fargo
The San Francisco-based bank has started including payment with certain enrollments and is rolling out the policy nationwide this year.
bumble inc.
Austin-based dating app Bumble has added pay scales to most US job postings. The company is “remote first”, so it includes the information needed to comply with state and local laws.
Jeff Green, Bloomberg
Comments are closed.