This month, San Francisco become the latest city to ban employers from asking job candidates about their salary history. New York City and Philadelphia have already implemented this tactic as a way to reduce the pay disparity between men and women. Some states, including Mississippi and California, are also exploring the idea. But the big question is, “Will it work?”
As more governments consider using this and other tactics to decrease the pay gap, many researchers and journalists have begun exploring how women negotiate, compete and get paid. These are my top five picks from July on the subject of women and the pay gap:
60% of Women Want Employers to Stop Asking About Salary History A survey by Glassdoor asked workers how they felt about the previous salary question. The results were altogether mixed, with just over half of respondents against the question. The numbers were slightly higher among women.
Female University Students Dramatically Underestimate Their Worth From the UK, this article investigates how salaries get so unbalanced among equally educated adults. It turns out that even before women enter the workforce, they’re likely to expect less money for their skills.
Negotiation Skills Alone Won’t Fix the Wage Gap I talk to people about negotiating their salaries all the time, but rarely do I talk to hiring managers on the other side of the table. That’s why I love this personal article by Zinc CEO, Stacey Epstein, about how difficult it can be to make sure an applicant asks for more money where it exists. She also considers ideas beyond salary negotiation to decrease the pay gap.
How to Hire for Diversity Former Mozilla exec Alex Salkever takes a step back from the negotiation table to focus on how organizations even get female and minority candidates in the door. His LinkedIn editorial is a great read, arguing that it takes much more than writing friendly job descriptions to make sure you’re hiring for diversity.
Under Trump, the White House Pay Gap More Than Triples This report is a data-driven investigation into the way the pay gap has changed in the White House particularly. But, I think the larger message is that pay gaps are very much a product of distinct organizations and cultures. With that idea in mind, read this as one case study among many.
In case you missed them, check out this month’s other GovFem posts:
- Tips for Navigating Your Office’s Dress Code
- Returnships: Your Path Back Into the Workforce
- How to Talk to Your Boss About Mental Health
Every month, GovFem compiles a list of the top articles about women in government from around the web. If you have an article you think should be included in next month’s reading list, email [email protected] with your suggestions.