However, according to Allison Green of Ask A Manager , employers do have free rein to prohibit these discussions during work hours and on office campuses—and they can bar you from talking about your salary to those outside of the organization.
Before you sign any contracts—or do any talking—make sure your speech is protected so you can talk money with impunity. Salary transparency isn't just about negotiating better raises—it can mean a closing of the pay gap and bringing gender and racial equity to workplaces everywhere.
For Erica, a worker at a small, independent media company, salary transparency isn't just about negotiation—it's about being fairly compensated and valued doing work she loves. After the pandemic hit, Erica, like many other workers, found herself taking on more responsibilities and outperforming her previous work without the promise of a raise.
I just want to be compensated better. By Lisa Bubert July 08, Save FB Tweet More. Related Items. Reject the taboo. Establish trust. Know the rules. Look at the big picture. All rights reserved.
Close Sign in. Salary surveys and tools from companies like Glassdoor, PayScale, Indeed, and others can help you figure out a reasonable salary range for your position and goals.
Several states, from California to New Jersey, have enacted salary history bans, prohibiting employers from asking job applicants for information about their pay at previous employers. Tying salary offers to prior pay makes it difficult, if not impossible, for underpaid workers to better their financial situation. In practice, this fuels the gender pay gap and other pay inequities related to race, ethnicity, and other factors.
Instead, focus the conversation on the job at hand. Researching salary information before your job interview will help you target appropriate compensation.
No matter what the law states about your rights, or what the research shows about achieving financial goals, there will be times when you feel uncomfortable discussing money at work.
National Labor Relations Board. Accessed April 5, California Legislative Information. Actively scan device characteristics for identification. Use precise geolocation data.
Select personalised content. Create a personalised content profile. Measure ad performance. These reforms are necessary to address this widespread, illegal problem that the law has failed to address for decades. Gag rules violate a fundamental labor right and allow for discriminatory pay schemes. Given their illegality, why are gag rules so common? One answer is that the NLRA is toothless and employers know it.
At the same time, ignorance of the law can just as easily fuel gag rules. Now overseeing organizers at the AFL-CIO, Becker has found that before organizers even begin helping workers, they have to educate employees on this very basic law. Gag rules, then, are policies that flourish when employers know the law and their employees do not.
But why do employers do this in the first place? Many employers say that if workers talk to each other about pay, then tension is sure to follow. To study the relationship between pay transparency, turnover, and workplace satisfaction, they selected a group of employees in the University of California system and showed them a website that lists the salaries of all UC employees.
They found that employees who were paid above the median were unaffected by using the website, while those who were paid lower than the median became less satisfied with their work and more likely to start job hunting. This result suggests, according to the authors, that employers have an incentive to keep pay under wraps. And many workers are, in fact, getting stiffed—especially women and people of color.
Recall the story of Lilly Ledbetter, the inspiration of the Lilly Ledbetter Act , which gives workers a longer period of time to file pay discrimination suits against their employer. Ledbetter was told that she would be fired if she talked about pay with her coworkers, but after nearly three decades of work with Goodyear, someone slipped her a note saying that she was underpaid.
More than 50 years after the Equal Pay Act, study after study show that women are still paid less than men for the same work. If only that were true. One of the reasons she sees behind the pay gap is that, five decades after the Civil Rights Act outlawed discrimination on the basis of sex, old-fashioned workplace beliefs still justify sexist pay distribution. Others have explained the pay gap by showing that women are less likely to ask for raises.
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