![]() Salary transparency not only helps with prospective hires, but also current employees who, under the proposed legislation, can ask their employer for pay ranges for their own job. “But it was never really meant to be a standalone because it really needed that wage range.” ![]() “It was a good first step,” Driscoll said of the 2016 ban on discussing salary history. Posting a range – $80,000 to $100,000 for a project manager, for instance – can prevent the inequities that have arisen when men and women are left to pull a number out of the air. That got scuttled during negotiations, and it’s something she’s hoping lawmakers will bring back in a bill on Beacon Hill this session designed to strengthen the equal pay statute. ![]() “Companies are overpaying for white male talent because white men are putting out larger salary expectations and getting it, especially in a war for talent like we have right now,” explained Megan Driscoll, who founded and ran life sciences staffing firm PharmaLogics Recruiting.ĭriscoll, who now runs her own consulting firm, said the legislation originally included a provision requiring companies to show a salary range with job postings. White male candidates tended to overestimate their earning power, while women and people of color underestimated. ![]() ![]() Instead employers began asking a different question: What are your salary expectations? You can guess what happened next. ![]()
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