![]() Learn more about how to avoid the salary question in the interview here. If it’s not, refuse to spread the word unless they add it! That’s our policy in the Bossed Up Courage Community on Facebook - and it should be a commonplace gut check for all of us before helping any organization spread the word about their open position.įinally, do your part to stand your ground when an employer asks you the mid-interview “salary expectations” question - refuse to answer! I know this sounds awfully difficult because you don’t want to risk being seen as difficult, but it’s a total power play - and it can be done with grace. If a friend asks you to pass on a job description to help their company with recruiting, first make sure pay is listed. When you see a company list a job description without a pay range, call them out! Make sure they know that by not being transparent about pay, they’re disproportionately negatively impacting women and people of color, who are most likely to be underpaid. In the meantime, we can leverage our people power to hold companies accountable in the court of public opinion: It’s my hope that federal legislation will be put forth soon to offer similar requirements nationwide. ![]() Here in Colorado, the Equal Pay Act just went into effect January 1st, and now requires employers with 1 or more employees to list salary and/or hourly pay ranges on every single job description, or risk being fined. ![]() One way the wage gap is perpetuated is when employers refuse to be transparent about salary and instead put pressure on job candidates to name their own salary history or salary expectations.įortunately, this is becoming rapidly more and more illegal in many cities and states.
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