have made a push for transparency in gender pay equity, and some like Norway have made existing salary information available upon request.)
The ultimate impact, however? “It increased compensation, on average, across the board,” Wright says of his employees’ new conditions. “If they win, we all win. That’s all great. But you know, it’s also within the confines of whether the organization can continue as a profitable enterprise.” He says Velocity Global is “slightly less profitable” as a result. They had to invest more in HR hiring to manage the transition, too, and they lost some employees along the way. “Equal pay is important.
For HR director Fitzpatrick, the work of adjusting to the new law has been worth it. “I had already been anticipating it for a couple of years,” Fitzpatrick says. Her advice to HR managers preparing for changes: “Don’t be reactionary, be proactive.” She recognizes that the intention is to “correct a very long legacy of discrimination and unequal treatment in the workplace. And so for me, I don’t begrudge work that is of that nature. So embrace it.
every step towards reduction of responsibility on the weaker shoulders is a good step [ most awful brain pain in interviews is when you get the chance to eliminate yourself by calling a false number -- and the joy of the interviewer to watching you in that calamity ]
Since most people think that they are worth more than others, pay transparency will be a windfall for lawyers and will make it difficult to reward good employees. In Britain, union dictated pay rules in the 1960 have managed to destroy much of the local industry.
Equal work, equal pay. However better performance/ability be better pay,… Companies should advertise the bare minimum salary, stating negotiatable( and discuss upwards)
My current job and my previous job were completely transparent about the salary range during the hiring process. It was really refreshing.
Guys rate my nude photos)