It's all the Rage (Pay Transparency)

with good reason

Nov 17, 2023

If you’re looking for a job I’m presuming you want to get paid. You want to get paid a fair amount for the work you do and the way you contribute to the bottom line of the employer.

There’s nothing worse than knowing you’re putting your all into work, following the rules, taking initiative, owning your outcomes and then finding out that your colleague who has a, shall we say, “lax” work ethic is getting paid $5k more than you. You started at the same time, are both the same gender and have essentially the same title - so what gives?

(Photo by Anh Tuan To on Unsplash)

Odds are the colleague asked for more than they were offered during the hiring process and received it.

This is why I’m a proponent of pay transparency laws.

Let me back up - I generally hate that everything has to be legislated so that people/corporations do the right thing for the humans in their world, but here we are. Because not everyone is altruistic and clear that treating others (and the planet and all it’s inhabitants) fairly will lead to a better world - we have legislation.

Pay transparency laws exist in 8 states (CO, CT, MD, NV, RI, IL, CA, WA), and various cities and a county across the country. The link takes you to more information about each state’s law. (mosey.com)

Looking for a job is a tough undertaking. It feels hard and often uncomfortable to stick your neck out and ask to be considered for a new job, while wondering if you’ll be valued for your contributions. Talking about what you can bring to an employer is important. Knowing your value is important as well. With pay transparency candidates have the opportunity to make the decision prior to applying on whether or not the company is a good fit. This allows you to focus your energy on determining whether the company aligns with your values and career goals, rather than hoping they’ll see your value and offer you a salary you can live with.

Companies benefit by attracting strong candidates who know the pay band and who know they can contribute to meeting the companies performance indicators. They are less likely to lose outstanding employees when employees all know and understand the salary offered within and without the company.

Sure, corporations are going to have some discomfort as they figure out how to make pay transparent - some long-term employees may find out they’re underpaid - and get mad. However, most organizations recognize that parity in salary helps in the long-run. Making budget decisions and implementing cost-cutting measures is easier when you have a level playing field. Raising the lowest paid players to the median of the pay band is almost always more cost effective than losing a number of needed employees at the same time. The cost associated with recruiting, hiring, training and getting a new employee up to speed is likely to be more expensive than increasing the salary for the lowest paid. And, if the lowest paid are not pulling their weight, their choice to leave won’t necessarily be a drain on the organization.

Recently two of my co-workers asked me what I was making and I told them. They were surprised - I’m making a dollar more an hour than my colleague with the same title and a year of seniority and I’m making two dollars less than a colleague with a more senior title and 5 plus years of seniority. We are all the same gender and we all work in the same capacity. I’m really good at my job and so are they. My opening the conversation may have me in the HR office come Monday and that’s a welcome conversation for me - advocating for workers is a big part of my role in life and I’m happy to do it, even when it may land me in hot water.

What about you - are you pro Pay Transparency? Has pay transparency affected you and your job in anyway? Share your thoughts in the comments.

ZenCareer Nation

Discussion about this post