Strategic Salary Transparency: How to Approach Your Policy
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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...
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:
- What, exactly, does pay transparency entail, and how can it be used to overcome wage gaps?
- What companies need to do to get ready for a pay transparency policy and the challenges they’ll want to plan for (for example, how do you factor in existing employees when implementing a pay transparency policy?)
- What pay transparency policies signal about a company’s culture
Meet The Speaker
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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Q&A
Q&A guidelines-
What is the current data and source regarding pay inequity within women of color regionally and/or nationally?
By: LynettePosted on 2022-11-15 -
What have you found the most effective to tackle pay transparency?
By: Tiffany, Technical RecruiterPosted on 2022-11-15 -
What is the right level of transparency to share with employees? How do we message the conversation to share only salary ranges by position (you get to see the range for the job you are in) vs...
By: JakePosted on 2022-11-15 -
What are best practices for communicating new pay transparency policy/strategy to employees?
By: RebeccaPosted on 2022-11-14 -
In regards to comp, does transparency always mean outrightly sharing comp information?
By: Mia, People Ops AssociatePosted on 2022-11-14 -
What are some best practices large companies have to mitigate the awareness of this type of policy.
By: AndreaPosted on 2022-11-14 -
When publishing salary ranges ineternally, do you have to show EVERYONE'S? Is it ethical to say "directors and below" in order to keep sr. exec salaries non-transparent?
By: AutumnPosted on 2022-11-14 -
Please share your best 3 tips for how to explain you've been laid-off
By: Mary, Program Project ManagerPosted on 2022-11-14 -
No questions at this time
By: KellyPosted on 2022-11-14 -
What are some great examples of resources that can be shared with managers to help them prepare for conversations with their team about pay transparency?
By: mathieuPosted on 2022-11-14 -
How to vet that candidates are being honest about their professional experience when negotiating for the MAX salary amount? What changes will recruiters need to put in place after salary...
By: NishPosted on 2022-11-14 -
I don't have one now but may later! :)
By: AnnalisaPosted on 2022-11-14 -
How do you factor on the salary range of remote positions with cost of living in mind? For example, the same average salary for the same role in Miami, FL may be about 24% higher in NYC. Any...
By: AprilPosted on 2022-11-14 -
No questions at this time
By: BrucePosted on 2022-11-14 -
What are you seeing other companies are doing regarding pay transparency? How vetted should your salary structure be before you share broadly? How much information are other companies sharing?
By: KimPosted on 2022-11-13 -
no questions at this time.
By: JonathanPosted on 2022-11-13 -
No question at this time. Thank you.
By: John, Backend DeveloperPosted on 2022-11-12 -
A lot of companies are posting very wide salary ranges, which is not helpful. How should we use this information as job seekers?
By: SarahPosted on 2022-11-12 -
What is a method to group certain locations based on average salary in order to simplify ranges for roles across the US?
By: SarahPosted on 2022-11-11 -
How do you deal with the issue of ci press ion?
By: Ariel, Human Resource Business PartnerPosted on 2022-11-11 -
No questions yet. Here to learn what other companies are doing.
By: AveryPosted on 2022-11-11 -
As a smaller startup company in year 4 (<50 employees) do you suggest a specific salary transparency strategy?
By: JoshPosted on 2022-11-11 -
Especially interested in strategy for smaller companies Adopting location based strategy vs. other methods
By: Christina, People Operations GeneralistPosted on 2022-11-11 -
we developed a compensation policy among leadership staff. what are some tips on how to roll it out to the rest of staff and for future employees? The policy describes the pay bands and the...
By: SookyungPosted on 2022-11-11 -
For companies with many remote employees, what are the pros and cons of compensation differences based on location & cost of living? And if/how does a company be transparent about this?
By: VanessaPosted on 2022-11-11 -
Like to understand more about companies setting their pay bands to a specific job market region (i.e. HubSpot did New York City) vs using cost of labor.
By: AmandaPosted on 2022-11-11 -
What happens if we don't comply with Salary Transparency legislation?
By: LukePosted on 2022-11-11 -
How frequently do companies assess the market for competitive salaries and are those salary bands supposed to be publicly published internally (not those externally on Glassdoor, etc)?
By: AnitaPosted on 2022-11-11 -
What is the best way to approach this subject with an unpersuadable C-Suite?
By: RoxinePosted on 2022-11-11 -
To qualify as “transparent” - how much detail should a job description entail (eg salary + bonus potential + commission target, etc?)?
By: DebiPosted on 2022-11-11 -
How do you handle and display pay transparency when the position is remote and when the pay range will be adjusted due to differences in location and in cost of living?
By: Audrey, Talent Acquisition ManagerPosted on 2022-11-11 -
What are best practices in pay transparency with your existing team? We are confident that our team's compensation is equitable but struggle to know how to share that information internally.
By: VanessaPosted on 2022-11-11 -
- What would recommend is the best way to display and communicate ranges for executive-level positions while still honoring the spirit of the law? - How do you incorporate your pay philosophy...
By: SavastiPosted on 2022-11-11 -
How can total compensation statements fit into pay transparency?
By: LanePosted on 2022-11-11 -
How does this impact remote hiring?
By: AimeePosted on 2022-11-11 -
How do you share salary grade info, especially when only certain grade levels are eligible for ESOP, while minimizing hurt feelings or defensive behavior? We want to make sure all employees know...
By: LauraPosted on 2022-11-11 -
Does pay transparency include Management? If an hourly employee asks about management wages, do we disclose that?
By: TathinaPosted on 2022-11-11 -
Do you need to post a salary if the position is Remote and open to anywhere in the US?
By: TessaPosted on 2022-11-11 -
How do we retain employees within an organization with a better pay scale?
By: PROTIKPosted on 2022-11-11 -
What are common pitfalls when you move to pay transparency and what are some best practices for mitigating those?
By: ElizabethPosted on 2022-11-11 -
What are the best practices for posting salaries externally?
By: PhilPosted on 2022-11-11 -
Have those companies who have implemented complete salary transparency received negative blowback from employees? That's a perceived barrier but I'm hearing most orgs don't ever have that fear...
By: CelestePosted on 2022-11-11 -
Can you have external pay transparency but not internal pay transparency?
By: DominiquePosted on 2022-11-11 -
Communication strategies
By: WendiPosted on 2022-11-11 -
Tips for influencing C-Suite for pay transparency
By: LoriPosted on 2022-11-11 -
Does pay transparency apply only to the hiring process or does it include existing employees?
By: APRILPosted on 2022-11-11 -
Just here to learn best practices.
By: SatahiPosted on 2022-11-11 -
How transparent should we go?
By: Pei-JenPosted on 2022-11-11 -
Do you think there will be a time when pay transperancy on job postings will be mandetory in every state?
By: SerenaPosted on 2022-11-11 -
How are businesses without defined salary scales approaching this?, are they doing it per job?
By: CandicePosted on 2022-11-08 -
What are the benefits of pay transparency to workers, businesses, society, equity in general? And how can we encourage the practice?
By: Bess, DEI&B Advocate & Apellate SpecialistPosted on 2022-11-04 -
What is the intent of pay transparency : post range for job family or specific level? I've heard balking at posting for family, however, a company may not know level until they decide on a...
By: KimberlyPosted on 2022-11-03 -
What is the best way to discuss pay transparency at work?
By: NickPosted on 2022-11-01 -
How do you approach moving internal people up to what the industry average compensation to new employees.
By: DebraPosted on 2022-10-19 -
I work at a very small (~10 folks) pro-worker non-profit that is in the very beginning stages of drafting an equitable compensation policy. Do you have any recommendations for benchmarking...
By: Nicole, Operations Project ManagerPosted on 2022-10-19 -
We have a payscale aligned to job grading system. Sometimes the scale pays less and we struggle with recruiting technical experts such as health advisors who get paid more. For example a HRBP can...
By: BeatricePosted on 2022-10-19
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