More states and cities in the U.S. are passing legislation requiring employers to post pay ranges on their job openings.

I wish that this wasn't something the government required but few employers have done this without being required to do so.

It helps candidates to know what you are paying. It helps your employees because many employers don’t openly share pay ranges.

Pay conversations can be difficult. Or they can be easy.

What if you had a documented step-by-step process you could share with your employees about how you make pay decisions? (My team and I help employers develop this approach.)

Imagine that the factors you consider when making a pay decision are consistently applied for every new hire, promotion, or market adjustment.

There is no favoritism or choosing to pay one person more/less than another for ridiculous reasons like gender, age, race, or ethnicity.

Imagine not only having to share the pay range on job postings, but also having to publish a list of what you pay each employee. And every employee has access to this list. And everyone outside of your organization has access to this list as well.

What conversations would you have to have? What would you feel uncomfortable sharing? Why? What would you “fix” before publishing the list?

If this makes you squirm and groan in anticipation of the kerfuffle this would cause, consider this. You can Google what State and City Government employees are being paid. It’s just out there for everyone to see.

Stop whining and get your compensation house in order. This trend toward more pay equity and transparency is just beginning.

Let’s talk. I’d love to help you get ahead of the requirements.

#paytransparency #payequity #compensation