Pay equity has been a topic of discussion in many organizations over the past few years. To move organizations towards greater pay equity practices, many states and localities have implemented legislation focused on mandating compensation transparency in job advertisements. For example, effective 1 November 2022, employers in New York City (with at least four employees) must …
Pay transparency—the degree to which an organization openly and proactively shares information about salaries—continues to be a workplace topic of interest. I have shared several resources on this topic, such as this PayScale paper showing how pay transparency can be viewed on a spectrum spanning five stages—ranging from “Here’s what you get paid” to “Here’s everything you want to know about …
Pay transparency—the degree to which an organization openly and proactively shares information about salaries—continues to be a topic of interest within many organizations. And as I mentioned in a previous post about a Payscale paper, How Fair Pay Perception and Pay Transparency Combat Turnover, one factor drawing attention to pay transparency is recently passed laws in …
Although workers increasingly value aspects of the non-financial components of a firms’ employee value proposition, organizations realize that compensation is still important to attracting, engaging, and retaining talent. This 61-page report provides data and insights on compensation management practices ranging from base pay increases, variable pay and benefits, remote work and geographic pay, and pay …
This February issue of Gartner’s HR Leaders Monthly includes six articles on a range of critical talent and workplace topics. The articles are 1) 3 Steps Regional and Business Unit HR Heads Must Take to Advance to CHRO, 2) 3 Steps to Improve Leadership Bench Strength Amid Disruption, 3) Risks and Opportunities for D&I Leaders in 2022, 4) CHROs Also Need a More Human Deal …
Pay transparency—the degree to which an organization openly and proactively shares information about salaries—is a hot topic for many organizations. One factor drawing attention to this topic is increases in legislation. Ten states and cities (e.g., California, Colorado, New York City) have already passed laws that require employers to state their salary ranges, either in job …
One key question firms are asking as of late is: should employees that move to lower cost-of-living areas face a salary adjustment to align with labor costs at their new location? This practice is often referred to as “geographic differential” ― a percentage variation that adjusts pay for the cost of labor between locations. And while this practice isn’t …
Last month, I posted how Google developed a new “Work Location Tool” to assist employees in calculating how their compensation might decrease if they relocate or work remotely. This more recent article notes that since June, roughly 10,000 of the company’s over 135,000 workers have asked for permission to work remotely on a full-time basis or relocate to a …
Pay transparency refers to how open employers are about what, why, how, and how much employees are compensated. As noted in a previous post, a World At Work survey found that while 67 percent of firms view pay transparency as increasingly important, only 14 percent are giving it more than “moderate” attention. And with the gender pay gap continuing to widen, many are …
As organizations develop and implement practices for managing talent remotely, there are several implications to consider, including the impact of remote work on rewards and compensation. This topic has spurred a debate on whether workers that move to lower cost-of-living areas should face a salary change to align with labor costs at their new location. Google …
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