Bargaining and Inequality in the Labor Market https://d.repec.org/n?u=RePEc:upj:weupjo:25-413&r=&r=eur
"… #bargaining is pervasive: 80% of workers are in firms which say they differentiate pay between workers they perceive to have similar productivity. The typical firm is willing to differentiate pay between 6 and 12%
… firm productivity does not predict whether a firm engages in individual wage bargaining (or by how much it is willing to differentiate wages), but labor market factors do, consistent with theoretical models which emphasize replaceability or tightness in driving frms’ decisions to bargain
… differences in bargaining behavior lead to wage #inequality within the firm: residual gender wage gaps are 3 percentage points larger in firms which bargain. Providing information on frms’ bargaining positions—as proposed by multiple policymakers—would not suffce to close between-group differences in worker behavior: we still see differences, e.g., between men and women, in a hypothetical situation in which we equalize pay information."
#LaborMarkets #wages #gpg #payTransparency
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Richmond council passes motion on pay transparency
On Friday, Mayor Malcolm Brodie refused to answer questions about his total compensation package of at least $362,000 in 2023. He earns $198,000 as mayor.
#politics #money #transparency #Richmond #Canada #PayTransparency
https://globalnews.ca/news/10969957/richmond-council-pay-transparency/
Richmond council passes motion on pay transparency
On Friday, Mayor Malcolm Brodie refused to answer questions about his total compensation package of at least $362,000 in 2023. He earns $198,000 as mayor.
#politics #money #transparency #Richmond #Canada #PayTransparency
https://globalnews.ca/news/10969957/richmond-council-pay-transparency/
"Cross-firm #payTransparency is a powerful mechanism for reducing wage inequality and improving labor market efficiency. …. By providing workers and employers with comprehensive salary information, we enable more informed job searches, fairer wage negotiations, and increased market competition. Evidence shows such transparency can directly benefit workers—particularly women and low-wage employees—by raising awareness of pay disparities, empowering individuals to seek better compensation, and encouraging employers to align their wages more equitably with market standards. With pay transparency, applicants consider a more diverse set of opportunities, spanning a greater number of sectors and wider array of job titles. The empirical evidence also suggests information about market pay affects firms’ beliefs and behavior, reducing inequality in pay within a position title, raising wages among low-skilled jobs, and improving efficiency through longer-lasting job matches."
https://www.linkedin.com/posts/thestepstonegroup_workbeat-salaryinsights-salarytrends-activity-7285196587633397760-insS?utm_source=share&utm_medium=member_desktop
#wages #LaborMarkets
Put the salary in the posting. In state after state, it’s the law. And it’s the right thing to do.
Looking to #getfedihired? Find your pay transparency rights: https://paytransparency.work/find-your-rights
Don’t want to rock the boat on an application? DM me and I’ll bang the #PayTransparency drum.
It's 2025, and Illinois and Minnesota have joined the #paytransparency bandwagon! https://PayTransparency.work now includes your rights in those states.
Exclusive: A wave of new #PayTransparency regulations is coming and 75% of #US employers are unprepared https://www.msn.com/en-us/money/markets/exclusive-a-wave-of-new-pay-transparency-regulations-is-coming-and-75-of-us-employers-are-unprepared/ar-AA1vkg12
Worker Beliefs About Outside Options https://microeconomicinsights.org/worker-beliefs-about-outside-options/
"…anchoring & misperceptions about the wage distribution can be a source of #LaborMarkets imperfections
…in standard models, workers are assumed to have perfect information about the wage distribution, their position therein, and hence their outside options
The presence of misperceptions also gives rise to distinct policy remedies, such as #PayTransparency mandates"
#BoundedRationality #wages
More companies are promoting pay transparency by posting salary ranges in job listings, letting employees better negotiate their salaries. #PayTransparency
#Maryland upgraded its #PayTransparency legislation! It's now a relatively strong law, appearing to cover remote workers who live in Maryland and requiring disclosure in the job posting.
Unlock the Secrets to Workplace Equity!
Are you ready for pay transparency? If not, then now is the time!
Every European company with 150 employees must disclose the gender pay gap by 2027.
Join me and Cornerstone OnDemand for a game-changing webinar on equal pay, diversity, and transparency!
Mark your calendar: January 16, 2 pm GMT
Sign up: https://www.cornerstoneondemand.com/fr/resources/article/unlock-the-secrets-to-workplace-equity/
PayTransparency.work now supports our friends in Canada 
! Find your #PayTransparency rights in British Columbia and Prince Edward Island, and assess cross-border roles for laws that support you in both the United States and Canada.
https://paytransparency.work/ - open source and built with #SvelteKit.
Pay transparency laws: How disclosing salary ranges can help or hurt workers | Globalnews https://bit.ly/46cRwKS #PayTransparency #JobPostings #Pay #PayEquity #EqualPay #onpoli @ontariogreens @onpoli
#TIL some good news about BC Labour Laws around pay transparency! https://www2.gov.bc.ca/gov/content/gender-equity/pay-transparency-laws-in-bc
tl;dr
* employers can't ask you how much you make currently
* job postings open to BC residents must include pay range (as of Nov 1 2023)
* it's illegal for employers to Make Problems
for you if you share your salary
Bonus: over the next 3 years, all employers with 50+ employees will have to release a Pay Transparency Report (details pending)
Ontario to require job listings to disclose expected salary https://bit.ly/49rBYpu #Jobs #Hiring #Salaries #JobPostings #Transparency #PayTransparency #AI #onpoli @ontariogreens @onpoli
Just noticed there was a (now closed) job posting for a front end developer for Wizards of the Coast. I had to look, and I was a bit thrown by the posting.
"$101,760–$174,240/yr"
Ok, yea, great!
"At least 2 years of industry experience"
Wow 2 years exp for $100k+? I have several more years and I don't make 3 figures...
"Entry level"
*table flip*
New York joins the #PayTransparency world this week! PayTransparency.work is updated with New York's unique transparency requirements, including required disclosure if your supervisor is located in New York.
External pay transparency and the gender wage gap http://d.repec.org/n?u=RePEc:zbw:rwirep:1027&r=lma
"… providing publicly available wage information in vacancies, so-called external #payTransparency, can reduce the #GenderWageGap… reduction in the gender wage gap was caused by an increase in women's earnings, particularly at the lower part of the distribution. Earnings of men, on the other side, remained largely constant"
#wages #LaborEconomics
I'm getting ready for vacation and instead of packing I'm looking up labor laws, because I don't actually know how to relax.
Hill of discontent - Melbourne bookstore accuses employee of breaking ‘confidentiality’ by discussing pay rise https://www.theguardian.com/australia-news/2023/jun/13/melbourne-bookstore-accuses-employee-of-breaking-confidentiality-by-discussing-pay-rise 'Her case will come before the federal circuit court later this month in what is expected to be a test of new laws that prevent employers gagging workers for speaking about their pay. The federal industrial relations changes came into effect in December and aim to reduce pay secrecy to help close the gender pay gap.' #auslaw #auspol #confidentialinformation? #paytransparency #laborlaw