Microsoft, a 100% Talent founding signatory, has added a new family paid leave benefit allowing employees to take as much as four weeks off to care for a family member with a serious health condition.
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.
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.
Gender equality—assuring that men and women have equal access to work and advancement, capital, and pay for comparable work—is a key ingredient in channeling human talent in the workforce. There are business reasons, as well as moral ones, to assure that women and men have equal opportunities to contribute in the workplace. And Pax World’s leaders think doing so has value for investors as well.
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.” Ai-jen Poo, director of the National Domestic Workers Alliance, says that to disrupt the wage gap, society must re-assess cultural norms that devalue work that is done in the home. She notes that this work has also been excluded from equal protection and labor laws for decades.
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.
In it’s Room for Debate series, New York Times guest columnists explore “How to Reduce the Pay Gap Between Men and Women.” Heidi Hartmann, of the Institute for Women’s Policy Research, argues that policymakers should look at market rate salaries, occupational segregation, and ensuring equal opportunity in hiring.
Massachusetts is aiming to chip away at gender pay discrepancies with a new lawthat bars companies from asking a standard question in the hiring process: “How much did you make at your previous job?” The law, the first of its kind in America, is aimed at breaking what can become a cycle of unfair pay for women and people of color.