More and more states are passing laws requiring pay equity between men and women. More and more states are passing laws protecting employees who share information about their pay and who file claim against their employer for inexplicable disparities. We’re also seeing more and more coverage about the #TimesUp Movement and the inroads they are making by demanding representation and equal pay in addition to addressing cultures of sexual harassment.
It’s time for employers to get serious about Pay Transparency and Equity.
Arguably, employers should have always been doing these things. Pay transparency and equity are good for recruiting, retention and engagement. Companies that are transparent and equitable have higher customer service satisfaction and revenue. And they have lower healthcare and absenteeism related costs because happy employees are healthy and show up consistently for work.
Unfortunately, antiquated protections surrounding skills and seniority made it easy to hide behind unfair practices. Or perhaps there just wasn’t enough information to pressure encourage and empower to employers to do the right thing.
Welp, #TimesUp on that non-sense.
So if you’re ready to get serious about Pay Transparency and Equity, here are 3 steps you can take in a better direction:
As a Woman and Person of Color, I have been personally impacted by pay inequity most of my career. It hurts financially and emotionally to be devalued this way by companies who espouse lofty, inclusive values while ignoring inequity at the most basic of levels. As someone working in HR and dedicated to defending the company and keeping employees engaged, it leaves you feeling like a fraud and a sellout whose profession and inputs are totally disrespected. That dissonance chips away at your spirit as time rolls along and nothing changes for the better.
Times up on that non-sense, too.
Pay transparency and equity are not impossible when your organization is sincerely committed to integrity, fairness and total wellness. Take the steps needed to fix your failures. Your employees and your bottom line will thank you.