#equalworkequalpay

@megzany is super smart!! The T-shirt store scrubbed it’s wall; they left her strawberry shortcake, but they scrubbed her original words. So Meg went in and added this new stencil which I think is super reuse and messaging. #megzany #streetart #strawberryshortcake #equalpay #equalworkequalpay #feminist #feminism #reuse #melroseavenueart (at Melrose Avenue)

Pay should be based on your accomplishments and hard work NOT based on your gender or ethnicity! #equalworkequalpay #2021 #nationalequalpayday (at Whiteville, North Carolina) https://www.instagram.com/p/CM1n29Mlz-q/?igshid=1np8kyu9j4w3p

So I happen to catch a news article (4 days old, sorry) regarding the city of Philadelphia's new law that will make it illegal for businesses to ask about an applicant's previous salary history as part of the job application process. This is coinciding with a trend that has developed in the professional world in which applicant's are being told by business experts not to disclose your previous salary history. This is usually for the following reasons: 1. You're changing employers for higher job title, thus higher pay, so you don't want to be "low-balled" during the hiring process. 2. You're changing employers for the same job, but the hiring employer is reputed to pay more for the same position. 3. You're making a mid-life career change (like I've done) and your previous salary was for a profession that has nothing to do with the salary expectations for the new career job you're seeking to achieve (previous career that I retired from I made almost $80k/year - my current position, because I'm a rookie, I make around $41k/year). 4. Women nationwide are reported as being paid $0.79 per $1.00 when compared to men, working in the same position with like qualifications. Low-balling a new hire, based on past salary history only continues to perpetuate this cycle. Philadelphia is trying to to help people overcome these issues by trying to level the playing field for everyone in their job search and salary negotiation. Comcast Corporation is already stating that they plan to challenge this law in court. Comcast's efforts is being supported by the Greater Philadelphia Chamber of Commerce, citing that this will place a burden on businesses in the area. To be quite frank, I call B.S. on this!! What anyone's past salary in a similar career or a different career has no significant bearing on what their salary should be at the new job; it's just another method used by businesses to undercut the worker so the business can keep more money in their coffers. This poor hiring practice has kept many people from achieving higher salary potentials for themselves; most of all women and those of different races and ethnicities. For example: Jerk Corporation has 4 business analysts positions that are currently filled by Bob (white male), Jane (white female), Carlos (Latino Male), and Derrick (African American male). All four people have a Bachelor's degree in Business Analytics from a 2nd Tier university, all have exactly 4 years experience, and all of them are 26 years old. Jerk Corporation was their first job - all of them are equal in qualifications, job description, and job performance. Their salaries per year, are as follows: Bob = $52k Carlos = $49k Jane = $47k Derrick = $46k These salary differences represent the issue of unfair wages that should not exist in an equal opportunity work force. Well, say all four people discover that a new company, "Low-Ball, Inc." is looking to hire 4 experienced business analysts for their company, with the salary bracket beginning at $55k. The hiring manager, Mr. Abid, is a true equal opportunity employer (the "perfect" hiring manager); after interviewing all four of the candidates he offers all four of them $60k/year to start because of their qualifications. Mr. Abid doesn't ask for salary history because he knows that is not a measure of anything; Good right? Well let's say Mr. Abid is looking to save as much money as possible for the company on hiring these four, so he asks for a salary history, which our 4 candidates willingly provide, in good faith. Mr. Abid offers each employee $8k/year more in salary, which all 4 accept, but has this changed the issue any? No, it doesn't, and we're still left with the same issue of equal work for unequal pay. Laws like what Philadelphia is trying to enact and Comcast is fighting, would level the playing field more for women and those of non-white race or ethnic groups. This has already been done in Massachusetts and there is talk that there may be federal legislation up for debate and voting that would enact a "no asking for salary history" law nationwide. While this may not necessarily solve the issue (because their will still be prejudice hiring managers), it gives managers practicing bad hiring practices in salary negotiation one less tool they can use to continue to perpetuate this unjust cycle.

http://www.lifeofthelaw.org/2014/02/how-an-obscure-quirk-of-equal-pay-laws-causes-some-women-to-miss-out/