Picture this: You’re scrolling through LinkedIn, and notice your company has posted an open position for the same role that you’re doing now — but the job post says it pays $32,000 to $90,000 more than you’re being paid.
“‘I have always been a strong advocate of pay transparency laws … Now I’m an even stronger advocate, because now it’s my own company’s word against themselves. I don’t have to make up numbers. They publicized the number.’” And her experience struck a chord with people on Twitter — perhaps in part because this conversation about pay equity and knowing what you’re worth at work hit just in time for International Women’s Day on Wednesday. And Equal Pay Day is also a week away, on March 15. So her thread went viral, and before she knew it, journalists were reaching out to her and her company to get the full story.
Several states, including California, Colorado, New York and Washington, now require employers to post salary ranges on job listings in order to drive pay transparency. Disclosing a potential salary upfront, rather than hiding it behind a phrase like “competitive salary,” is supposed to help to reduce gender and racial pay gaps, and to promote pay equity, by showing people just how much their job is worth.
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