Roundup: Pay equity audits, Pay transparency, Proving discrimination; Motherhood bias, Posting pay ranges
Salary.com Compensation and Pay Equity Law Review
Welcome to Salary.com's Compensation and Pay Equity Law Review.
Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works !
This week we're answering the questions:
- What factors should you audit for in a pay equity analysis?
- What states have new pay transparency laws going into effect in 2025?
- Are your DEI policy and goals race discrimination? (Nope.)
- Does motherhood drive pay discrimination? (Yep.)
- How did Maryland reign in wild pay ranges in job postings?
Expanding Pay Equity Audits Beyond Gender
It's already illegal to pay women and people of color less for the same work and has been since 1962. Now we have the data, tools, and technology to monitor and address all pay gaps. Because pay equity is for everyone.
Get Ready for Pay Transparency 2025
Pay gaps happen for a bunch of different reasons. The important thing is that you fix them. And it's not that hard.
You Still Have to Prove Actual Discrimination
I'm not sure what was really going on here,but it wasn't race discrimination..
My Brain is Up Here
Women are just as smart and capable as men. And yes, they can also do things that men cannot, having babies is just one example. But having babies, or even the potential for having babies, can seriously interfere with a woman's career.
Maryland Reins in Wild Pay Ranges
Maryland included in its new pay transparency law exactly what a good faith pay range means. And guess what? Employers have to base the pay range on reality, like what they are actually paying people or what they have budgeted for that role.
