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Coming soon to a job near you: Knowing what it pays:
You wouldn't rent an apartment or even buy a pair of jeans online without knowing the price. Soon, many Americans won't search for a job without knowing what it pays, either.
A series of local and state laws, both newly adopted and soon to be in effect, will force companies to divulge what a job pays when posting an open position. Besides being common sense, the intent of these laws is to shrink the persistent wage gap that divides white men from women and people of color. Lowering the pay gap would be an important step forward for equality in the US, affecting everything from Americans' quality of life to how they see themselves. But while pay transparency is a much-needed improvement, a lot more is needed to truly create balance for all Americans.
In the US, women and people of color get paid less than white men, regardless of job or experience. Pay gaps often begin at the start of careers, then compound over a lifetime as women and people of color are less likely to get raises. A variety of other factors contribute to the gap as well, like the motherhood penalty, wherein women who take time off paid work to care for kids are paid nearly 40 percent less than those who don't. There's occupational segregation, in which jobs that are filled predominantly by women or people of color, like home health aides or food service workers, are paid less. (The pay and prestige of computer science, for example, rose only as more men entered the field.) Women and people of color are also seriously underrepresented in leadership positions, which are paid the most. In sum, that means the median hourly wage for women is 86 cents per hour for every dollar a man makes. Black women make 68 cents. There's been little progress on closing the pay gap in the last three decades.
[...] "Transparency is one of the leading tools we've identified for closing the wage gap," Andrea Johnson, director of state policy at the National Women's Law Center, told Recode. "It is absolutely crucial for both increasing worker power and employer accountability."
(Score: 2) by looorg on Monday October 24 2022, @09:24PM
They don't need to give me the exact figure but they should at least state the range or give some kind of ballpark figure. I was under the impression this was already fairly common in the US and UK, less common apparently elsewhere judging from offers I get. It's very annoying to apply and then have some kind of interview and then get the low ball offer that makes you just want to stand up and leave. A complete waste of time for all involved.
That said I understand that they don't want to give out more information then they have to in the coming salary negotiation. That said if I somehow accepted a low ball offer and find out, cause you will find out eventually, you will probably be pissed and leave unless the boss ponies up the big $. So while they might have saved a penny or two short term in the long run it's probably counterproductive and will cost them if the person they just hired finds out, leaves and then tell all their friends and contacts what a piece of shit outfit you are and on top of that you are also cheap. The only place I guess this would work is if you are hiring desperate people that have no options.