New York City has joined a handful of places across the country that require companies to disclose salary ranges when they post jobs. But transparency isn't easy.
Trey Ditto, CEO of Ditto PR, said making salary ranges transparent was a rollercoaster ride, but ultimately very productive for his company.Trey Ditto, CEO of Ditto PR, said making salary ranges transparent was a rollercoaster ride, but ultimately very productive for his company.Trey Ditto remembers the moment when the salary ranges for his company's positions were revealed.
Especially messy since salary and pay have, statistically speaking, major inequities in them. The much-studied gender pay gap is going strong, with women making just over 80 cents on the dollar compared to men, Black women earning roughly 65 cents and Latina and Indigenous American women making roughly 55 cents compared to men. Those numbers have barely budged in the last decade.
Ditto said one of the most difficult parts of salary transparency was also one of the most rewarding: There were honest conversations about how people could improve and get where they wanted to go – conversations that are easy to avoid if you don't have to have them."I imagine those conversations are happening all across New York," he said.Ditto said the switch to pay transparency has been difficult, time consuming and expensive, but there have been real advantages, too.
At Molly Moon's Homemade Ice Cream in Seattle, CEO Molly Moon Neitzel has opted for total salary transparency. Employees can see every worker's salary, including hers.Neitzel said salary transparency was always something she believed in strongly. She knew it would require a big effort and a lot of planning on the part of her small business, but she said it was worth it to her.
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