🗽 NYC today, California is next
The Big Apple goes pay transparent, and California is next
Starting today, job postings in New York City require salary ranges.
Don’t feel ready? You’re in good company.
Here are three shorthand ideas to help you prepare:
Learn from the CEO Pay Ratio disclosure rule that started in 2017 - another piece of pay legislation that needed careful employee communication and PR
Collaborate with your talent acquisition team more closely - gone are the days of once-per-year guideline updates and occasional trainings
Look beyond NYC towards California and nationally - on January 1 next year California implements stricter rules, which most comp leaders plan to implement nationally
On that third point — even if you don’t have a significant workforce in New York City, more than half of the US workforce will be covered by some form of pay transparency law beginning January 1, 2023, which I wrote about recently here.
Webinar tomorrow
Tomorrow I’m hosting a webinar with Donald Knight, Chief People Officer at Greenhouse to talk about pay transparency.
We’ll get into some specific ideas for building a roadmap and what to expect in 2023 and beyond. I really like Donald’s people-first principles, and approaching pay transparency within a broader framework of cultural transparency.
Join us live tomorrow, or sign up to catch the on-demand recording later.
Peer Group is a newsletter for comp leaders navigating the new era of pay transparency. If you want to share my newsletter, you can forward this email to your colleagues and fellow comp leaders.
Want more polls and insights about pay transparency?
Subscribe by hitting the button below.