Published By: XpertHR
Published Date: Jun 13, 2018
A renewed focus on pay equity at the state and federal levels, coupled with the power of movements like #MeToo and #TimesUp, have companies and their HR/compliance representatives dusting taking a deep dive into pay practices to ensure equity for all. Recent lawsuits settled in favor of plaintiffs, and activist call-outs for companies to be more equitable and transparent about pay practices, add fuel to the fire:
? Seven female law professors at the University of Denver won a $2.6 million settlement in May
? Activist investor Arjuna Capital is pushing major tech firms to publish data to support equitable pay practices
? Google is facing a class action battle over equitable pay practices
Thatís just the tip of the iceberg. If youíre not on top of this critical issue, you could be next on the list of companies facing legal and public scrutiny. XpertHR can help you wade through the regulatory requirements and practical considerations to audit and revise, as necessary, your pay practices.
Published By: PayScale
Published Date: Jun 28, 2017
Some believe that the salary history question runs the risk of perpetuating lower pay for those
who have traditionally been paid lower, such as women, contributing to ongoing pay inequity
or a pay gap. The thinking goes that if people have been routinely discriminated against
because of gender, race or some other factor, their pay may be lower than the market value
for the position. So, asking people their pay history as a means of determining a fair future pay
offer may not actually be fair at all.
As a result, a number of cities and states have developed or are developing legislation around
the salary history question, taking it off the approved list of questions during the recruitment
process. While employees are jumping for joy (and money), some companies are less
enthusiastic about the prohibition of the question. But just how prevalent is the salary history
question? And what is the impact, to individuals and organizations, of asking about prior pay?
At PayScale, we believe ther