Blind screenings for resumes may worsen gender balance in hiring, study finds
Neighboring Pacific Northwest state unanimously passes Oregon Equal Pay Act of 2017. The bill aims to shrink the stubborn pay gaps between genders, races and other protected classes that are disadvantaged by pay discrimination. Importantly, the policy also encourages companies to proactively examine their own pay practices before a lawsuit is filed.
The March jobs report, released Friday by the Bureau of Labor Statistics, didn’t paint an optimistic picture for the economy under the Trump administration. Overall unemployment dropped to 4.5 percent, but as the New York Times reports, economists had anticipated 180,000 new jobs to be created last month. In reality, only 98,000 new jobs were added — and only 9,000 of those jobs went to women, according to Elle.
Negotiating effectively takes practice and courage. One author shares her best tips and lessons learned on how to do it like a pro and achieve the compensation you deserve.
A bill sent to the governor Monday would prevent California employers from paying women less than male colleagues based on prior salary. The state strengthened its protections against gender-based wage discrimination last year. The bill the state Assembly sent the governor Monday, AB 1676, would add prior salary to the list of reasons women can’t be paid less than men.
100% Talent signatory Deloitte is among the dozens of businesses that have signed on to the White House Equal Pay Pledge. Companies that sign on acknowledge the critical role that businesses must play in reducing the national gender pay gap.
One of the most important is “Can you do the job?” Simple, right? Not always. At the executive level, the ability to do a job is not just about technical skills, but also about leadership and interpersonal skills. Technical skills help candidates climb the corporate ladder, but the ability to manage up, down, and sideways becomes more important at the executive level.
An introductory workshop series for startups and small businesses ready to invest in creating a more inclusive and equitable workspace.
In it’s Room for Debate series, New York Times guest columnists explore “How to Reduce the Pay Gap Between Men and Women.” Law professor Nicole Porter calls salary history a “market excuse” for paying women less. But, she says, society must also look at gendered norms of negotiating that will continue to perpetuate the wage gap.
In it’s Room for Debate series, New York Times guest columnists explore “How to Reduce the Pay Gap Between Men and Women.” Jake Rosenfeld, author and sociologist, argues that wage transparency laws and banning the use of salary histories will empower women and racial and ethnic minority workers to speak out against unfair pay practices.