A full third of job seekers today say they won’t even go to an interview without having seen the salary first. As the number of U.S. states with salary transparency laws increase — today, the number sits at 17 states, with varying laws ranging from allowing employees to freely discuss their pay to stipulations that require employers to provide candidates with salary ranges — it’s become a hot-button topic.
Even if your company isn’t legally required to abide by salary transparency protocols, what benefits can you still glean by choosing to join this movement? How can you prepare for the scenario that these laws do come to your state? And how can employers navigate some of the challenges associated with this subject, so that they can better practically implement pay equity for all?
In this chat, we’ll be joined by Jill Langhals, Manager of Compensation Services at Employers Resource Association to discuss:
Manager of Compensation Services, Employers Resource Association
Jill Langhals is the manager of compensation services for Employers Resource Association. ERA is a membership-based non-profit organization that helps keep companies current, compliant, and competent in human resources practices.
In her role, Jill assists members with compensation education, market and internal equity reviews, building and updating salary structures, creating bonus plans, and various other issues related to total rewards.
Jill has 20 years of experience in HR, primarily specializing in compensation, spanning many different industries, including manufacturing, higher ed, and health care.
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