I would argue that she is right, but for the wrong reasons. Whether the lack of salary ranges disproportionately affects this or that identity group (or doesn't

I would argue that she is right, but for the wrong reasons. Whether the lack of salary ranges disproportionately affects this or that identity group (or doesn't) is a red herring. I'm a "white" man, I find it hard to navigate the very idea of salary negotiation, and I would very much appreciate salary ranges being required in job advertisements. I might very well be underpaid, and I'm sure that many individual women and people of other ethnicities find it much easier than me, be it because of experience, personality, or conscious effort to overcompensate. Others might find it harder than me. Regardless, it doesn't matter. What does matter is that opaque salary ranges on job advertisements are detrimental to the income of certain individuals, and the result of this is: - People with a personality more suited to negotiate their salary are paid better than those without, and (with a few exceptions) it is not correlated with the skill or abilities relevant to the job. - Other people may decide to learn and become fully comfortable with the process, with more or less success, by expending time and effort. - Businesses financially profit at the cost of less assertive workers, thanks to the information asymmetry [0] of salaries in the job market. None of these features generate any kind of value to society or to the economy at large, and there would be no downside to introducing a requirement to publish salary ranges in every job advertisement. Would it make salary negotiation obsolete? Absolutely not! Would it eliminate putative salary gaps between identity groups? I don't know. But would it make salary better correlate with skill at ones job, and improve the income of workers? I think so, yes. [0] https://en.wikipedia.org/wiki/Information_asymmetry https://en.wikipedia.org/wiki/Information_asymmetry