“Laws like this are overdue, in terms of thinking about how we might address issues related to the gender pay gap,” Mason says. Even if they don’t come to your state or locality, you may stand to gain from their rippling effects. Now, similar rules are heading for the private sector, thanks to a new batch of labor laws, often referred to as pay- or salary-transparency laws or anti-secrecy laws.Īt least eight cities or states have recently enacted such laws, with more on the way.
Public sector workers have long enjoyed such perks. Existing employees of the hiring company would also benefit from seeing publicly listed salaries and could use that information to equalize pay internally. Imagine instead if companies disclosed a tight salary range on the job listing so that you could know from the get-go if the interview process is worth your time and effort. “Many employees are at a disadvantage, especially women, when they go in to negotiate because they may not have information regarding pay at the company,” Mason says. Nicole Mason, a gender- and racial-equity researcher and CEO of the Institute for Women’s Policy Research. In most hiring scenarios today, the employer holds all the cards, says C. But a new wave of laws, which are requiring private companies to fork over salary details, could end that rigamarole once and for all. Avoid the question or salary negotiations altogether, and you risk getting underpaid. When looking for a job, it can take hours of interviews and days of preparation to get an answer to a very basic yet crucial question: How much does the gig pay?īroach the salary question too soon, and an employer might view it negatively.
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