NYC Business Groups Say Salary Transparency Would Make It Harder to Hire Diverse Candidates

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New York City businesses are pushing back on a law that would require them to publish salary ranges on job ads, intended to close the racial and gender wage gaps, with some citing concerns that it will hinder their diversity efforts in hiring.

If the business puts out a salary maximum too low, Wylde says, they could get outbid by a competitor., the share of people who work as"top executives" is 70% male and 30% female. By race, top executives are 77% white, 8% Hispanic or Latino, 7% Asian, 6% Black, 2% who identify as"other race" and 0.3% American Indian.New York's pay gap has gotten worse in recent years

The hiring diversity concerns are"insincere at best," says Seher Khawaja, senior attorney for economic empowerment at Legal Momentum, an advocacy group."It's bold that that the business community has tried to make arguments that pay secrecy allows them to pay Black women more, for example, and that advancing pay transparency would undermine that goal."the gender wage gap has gotten worse over time .

It widens for women of color. In New York, for every dollar a white man is paid, Asian women are paid 86 cents, white women are paid 83 cents, Black women are paid 65 cents, and Hispanic and American Indian women are paid 57 cents. "One of the main purposes of this law is to push employers to once and for all try to tackle those internal inequities that have thrived because they're currently behind closed doors," Khawaja says.shows the wage gap continues when people have graduate or professional degrees, after many years of experience and through ranks of management.

Critics of the proposed amendments say they put some of the most marginalized workers at risk of being paid unfairly, including people of color and those who work in nail salons, restaurants, day cares, retail stores and in remote settings.

 

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