Pay transparency laws require you to disclose pay or pay ranges for a job or role – internally or externally. State and local governments continue to enact these requirements as they strive to identify systemic pay inequities and empower job seekers and employees to demand equal pay.
If you conduct business or have employees in one of these jurisdictions, you might have concerns about triggering resentment among employees or limiting your bargaining power during recruitment. But pay transparency can offer several benefits, including higher levels of trust and employee engagement. That’s why you should focus not only on compliance, but also recruitment and retention as you navigate pay transparency laws and expectations.
Our pay transparency guide can help you prioritize your efforts accordingly. You’ll learn how to:
- Update your recruitment practices in response to pay transparency laws
- Ensure your pay and range-setting procedures are equitable
- Include pay transparency in your employee communications plan
- Build pay transparency into your employer brand and culture
- Use data to track pay equity at your organization
- Monitor the pay transparency legal landscape and much more
