This week, Rosa Goldenshon interviewed me for her Crain’s article on new legislation that attempts to level the playing field for women by banning city employers from asking potential hires about their salary histories. Here are my thoughts:
“Best in class” companies are increasingly performing compensation analysis and tying set pay packages to job titles rather than allowing personal negotiations on salaries, according to Jeffery Tobias Halter, president of consulting firm YWomen and the former director of diversity strategy at The Coca Cola Company. But smaller businesses without robust human resources departments will have a harder time because they often base hiring salary on previous history.
“From a women’s standpoint, these types of laws are outstanding,” Halter said, noting that women are frequently paid less than men with the same job titles because they fail to negotiate, take time off for having children and are shortchanged by subjective performance evaluation systems. “From a business standpoint, it becomes really challenging to monitor and implement. Because at some point we are going to have to talk about money.”