Salary History Bans: the next Pay Equity Frontier

To promote pay equity for women and minorities, several states and cities have enacted laws that ban employers from asking job candidates for current and previous salary information. In the past, it was customary for employers to ask for salary history information during the hiring process and then use that information to set wages for positions. This practice has resulted in substantial pay inequality between men and women in the workplace. Salary history bans intend to rectify the widening pay gap.

What is the impact on employers as a result of this legislation?  What steps can employers take to remain compliant?  What ARE employers allowed to ask regarding salary? How can employers avoid legal issues? These questions, and more, will be addressed during this informative webinar on Salary History Bans: The Next Pay Equity Frontier.

• Understanding the salary history ban and its affect on women and minorities
• Best practices and practical tips for employers on complying with salary ban laws
• Which state and local jurisdictions have currently adopted the ban
• Learning to price the job, not the person
• Using market data to guide your compensation offers
• Best practices for communicating pay with future employees to increase offer acceptance rates.

• What prompted salary history ban legislation
• What salary history ban laws prohibit
• Are state and local jurisdictions dictating to employers how to conduct its business?
• How asking about salary history impacts pay equity
• Pay equity laws
• Recruiting and hiring in the age of salary history bans
• What employers can and cannot ask related to prior salary
• Impact of the ban on older workers and workers eager to get back in the workplace after being out of the workforce a period of time
• Voluntary compliance with the salary history ban.

As the movement for salary history bans continues to grow, it represents a significant step toward achieving pay equity. By removing the influence of past salaries from hiring decisions, employers can help dismantle longstanding wage gaps and create a more just and equitable labor market. As more jurisdictions adopt these measures, the impact on workplace dynamics, employee satisfaction, and overall economic equity will likely become increasingly evident, making salary history bans a critical frontier in the fight for equal pay.