The November 1st implementation of New York City’s Pay Transparency Act was something of a disaster. During the first few days of enforcement, The New Yorker invited businesses to make public offers. $2 million reward rangeremoves post, promotes six-figure band tested for legal post requirements “Honest Salary Range.”
As of November 1st, 46% of all NYC job openings The salary range was included, according to data from tens of thousands of job ads on Glassdoor, a job search platform.
According to Glassdoor, as of Nov. 12, 60% of job listings in New York City have employers offering salaries.
Businesses that do not comply and are reported to city authorities enforcing the law will be given 30 days to correct their postings. Failure to remediate could result in fines of up to $250,000 per offense or may result in court proceedings.
Business in some sectors is better than others. Not surprisingly, industries that have historically published salaries had the highest share of job listings with employer-provided salaries as of mid-November.
- Government offices: 69% of the advertising fee
- Nonprofits and non-governmental organizations: 68% of ad listing payments
- Human resources and staffing: 67% of ad listing payments
- Transport and Logistics: 63% of payment for advertising listings
- (same rate) Media/telecommunications: 61% of advertising fees
- (Tie) Restaurants and food services: 61% of advertising fees
ambitious company Disclose prepayment Realize it can cut them down time to hire, especially in a tight labor market. It can also enhance your brand reputation. According to Glassdoor’s CEO Christian Sutherland-Wong, jobs with a listed salary generally get more applications than those without.
Worker overwhelmingly agree Pay Transparency: Encourage job applications and enhance the hiring experience. “It takes the burden off of feeling like you have to negotiate long and hard in the end,” he says Sutherland-Wong. By the time a candidate gets to the offer stage, “people will see that you were transparent and didn’t underestimate them. I am grateful to know that you are.”
Professional services employers, meanwhile, were the slowest to add salary ranges to their job postings, as of mid-November.
- Pharmaceutical and biotech: 29% of advertising listing payments
- Information Technology: 37% of ad listing payments
- Financial Services: 37% of ad listing payouts
- Manufacturing: 41% of advertising fees
- Aerospace and Defense: 43% of ad listing payouts
According to Sutherland-Wong, these occupations have historically been less transparent about wages, and it’s not entirely unexpected that understanding how to comply with the law is lagging.
Disclosure is now legally required, but many companies remain fairly vague about their scope. The median wage range for the primary was $10,000. By November, that average salary range had expanded to her $20,000.
Before it was mandated by law, jobs with more transparent pay tended to focus on low-wage, hourly jobs like the food service industry, Sutherland-Wong said.
High-paying roles with higher salary floors and caps could push the overall median range up as they are now required in all jobs. It adds that companies are likely to offer a wide range to remain flexible while being technically compliant.
And while the six-figure salary range has provoked the Internet’s ire, less than 3% of the daily active job listings in November had a salary range above $100,000, according to Glassdoor.
Laws like New York City generally good start, “There’s still work to be done here, but it’s early days,” adds Sutherland-Wong. “It will take time for companies to act.”
As experts predicted, NYC law is pushing employers to enact their own pay transparency policies.
As of October, 40% of job postings in New Jersey, Connecticut, and New York (excluding NYC) list a salary range. By November, that share had risen to his 46%.
Experts say it’s only a matter of time before the requirements apply to the rest of the United States. Colorado will enact its own wage disclosure law in her January 2021, and similar laws will be in place in California, Washington, and Rhode Island by her 2023.
Glassdoor began listing salary ranges for its job openings in November 2020, and the practice recognizes its responsibility to eradicate pay biases between underrepresented groups by looking specifically at racial and gender pay gaps. says that there is
That’s not to say that companies that don’t disclose salary ranges aren’t doing these audits either, but formal and public practice holds companies accountable for analyzing and addressing pay inequalities.
“Transparent companies are generally better when it comes to fair pay. And be careful with transparent companies. There is a tendency.”
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https://www.cnbc.com/2022/11/21/glassdoor-60percent-of-nyc-companies-are-posting-salary-ranges.html 60% of New York City employers list salary ranges