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- transparent pay or i quit today💵👋
transparent pay or i quit today💵👋
92% of employees want it (and soon the law will demand it)
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Happy Monday HR friends!👋
Today we’re pondering salary and pay transparency🧠
This is super relevant in January, when we try and fight off the January resignation rush.
Because nothing is going to make your team update their LinkedIn profile faster than seeing someone new at their level is getting paid 20% more.
We hope this sparks some ideas for your business, and we’ll have more HR insights for you on Thursday!✨💪
In Today’s Edition
✨Why Pay Transparency Matters Now
🛋️ The Break Room: Real Talk About Pay Transparency Challenges (And How to Deal With Them)
📚 Human Readsources: NLRB challenges Google's contractor employment practices, Costco defends DEI policies against opposition pressure, LA wildfires disrupt TikTok employees' work arrangements.
Same job ≠ same pay
Is Arnold on the left or the right?
Opening up salary books feels scary - we totally understand that hesitation.
The reality is, one-third of American workers will soon be covered by pay transparency laws whether we're ready or not.
With 92% of employees actively wanting salary transparency, it's time to get ahead of this shift rather than playing catch-up. Let's explore how HR can make this transition smoothly and strategically.
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💡 Don’t get left behind with your pay transparency rules
The whispers about salaries are getting louder, and this time it's not just water cooler talk. With pay transparency laws sweeping across the US and EU, we're facing a massive shift in how we handle compensation conversations.
And the stat that jumps out at us the most is 92% of employees support it. But from our conversations with HR pros, many of us are still scrambling to catch up.
Because this isn't just about posting salary ranges and calling it a day. Research shows that 75% of employers feel unprepared for transparency requirements, especially when it comes to those tough conversations about pay differences.
The challenge? Balancing transparency with business needs while maintaining employee morale and trust. Oh, and avoiding that January resignation rush.
The good news is, there's a smart way to approach this. Start by conducting thorough pay equity audits and creating structured salary bands (trust me, future-you will thank present-you for this).
Train your managers now - they're your frontline warriors in this transition and you can guarantee these questions are already happening in their 121s and PDPs with their teams. And remember, you don't have to go from zero to full transparency overnight.
Baby steps are still steps forward, and they're usually more sustainable in the long run. 🎯
🔗 Relevant links
👀 TLDR
TLDR: The pay transparency train is leaving the station (and most of us aren't ready). Time to get your compensation ducks in a row before the law (or your employees) force your hand. 🚂
⚡ Takeaway and Try
- 📊 Pull your company's salary ranges for 3-5 key roles and compare them to market data - this quick audit will show you where the biggest transparency gaps (and potential problems) might be lurking. There are lots of salary reports published at this time of year with up to date data.
- 🗣 ️ Have an honest conversation with your Finance team about your current compensation philosophy (or lack thereof) - you'll need them as allies before any transparency initiatives can take off
- 👥 Survey your managers about their comfort level discussing pay with their teams (spoiler: it's probably low) and use this data to build your case for compensation communication training
- 📝 Draft a simple one-pager explaining how your company determines pay - if you can't explain it clearly in writing, you're not ready for transparency
- 🎯 Pick one department as your "transparency pilot" - test sharing salary bands and gathering feedback before rolling out company-wide
☕ The Break Room: What's Your Take?
📊 Poll: Where is your organization on the pay transparency journey? |
📚 Human Readsources
🏢 NLRB Hits Google with Second Joint-Employer Complaint (HR Grapevine) - NLRB files second complaint against Google over contract workers' rights.
⚖️ Costco Defies Anti-DEI Pressure, Doubles Down on Diversity (HR Grapevine) - Costco defends DEI policies despite shareholder and right-wing pressure.
📊 TikTok Suggests LA Staff to Use Leave During Wildfires (HR Grapevine) - LA wildfires disrupt TikTok operations; staff told use leave days.
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Thanks for reading to the end and we hope today’s edition sparked some new ideas for your workplace! 🧠
We know you’re super busy and really appreciate you letting us into your inbox a few times a week. 😀
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