5 ms·

>Employees would have a right to ask their employer for sex-disaggregated information on the average pay of other workers doing the same work or work of equal v

>Employees would have a right to ask their employer for sex-disaggregated information on the average pay of other workers doing the same work or work of equal value. This is literally impossible in anything other than rote manual labour. Even then, I'm not convinced this is possible.

mhoad 5y ago
I don’t know this sounds like it maps to a SQL query to me assuming you use consistent job titles and possibly the concept of “grades” e.g Level 1 Software Engineer
- Gareth321 5y ago
  I'm glad you related it to my industry because I can assure you that not every L3 in Google contributes the same value to the company. They have vastly different backgrounds, education, experience, and aptitudes. Some are willing to work 80 hour weeks. Some aren't. Some are very skilled in technologies which aren't in-demand and don't currently generate a lot of value for Google. Some work on projects which generate a lot of value for Google. Some have excellent qualifications but little experience. Some have lots of experience but no qualifications. Some are extroverts and some are introverts. Some are great at communicating their thoughts and ideas. Some aren't. Some are grumpy and surly. Some are super friendly. There are thousands and thousands of ways in which an L3 is not the same as another L3, and I promise you, no two L3s generate exactly the same value to Google.
  - mhoad 5y ago
    As I said in another comment though surely this is the precise reason for bonus structures no? Where you as the business owner / operator can both reward the above and beyond efforts and try to incentivise more of it in the future.
Cthulhu_ 5y ago
Err, no it's not, big engineering firms (google, facebook, etc) have formalized job titles and 'ranks' and provide a clear path for advancement - and they publish pay ranges for those titles/ranks.
- EE84M3i 5y ago
  >they publish pay ranges for those titles/ranks. They do? I'd love to see that if you have a link.
  - Gareth321 5y ago
    I don't think they publish it publicly, but the data is available based on many different sources. This is one such aggregate: https://www.levels.fyi/company/Google/salaries/Software-Engineer/ https://www.levels.fyi/company/Google/salaries/Software-Engi...
    - mellavora 5y ago
      > they publish pay ranges for those titles/ranks. if it isn't public, then it isn't published. I'm a fan of Levels.FYI, but you notice the rather large standard deviations for a number of pay grades, and it is self-reported which means the sample may not be representative. and I haven't found anything better than levels.fyi
  - bruckie 5y ago
    Colorado requires disclosure of base salary, so you can look at Colorado job listings at https://google.com/careers https://google.com/careers to get a ballpark idea. This works for other large companies, too. Of course, pay varies by location, and compensation includes more than just base salary, but it will give you a starting point.
    - ncpa-cpl 5y ago
      Estonia does that too. Job posts are required to publish a pay range and it is very useful to help decide if a job is financially interesting or not.

mhoad 5y ago

I don’t know this sounds like it maps to a SQL query to me assuming you use consistent job titles and possibly the concept of “grades” e.g Level 1 Software Engineer

Gareth321 5y ago
I'm glad you related it to my industry because I can assure you that not every L3 in Google contributes the same value to the company. They have vastly different backgrounds, education, experience, and aptitudes. Some are willing to work 80 hour weeks. Some aren't. Some are very skilled in technologies which aren't in-demand and don't currently generate a lot of value for Google. Some work on projects which generate a lot of value for Google. Some have excellent qualifications but little experience. Some have lots of experience but no qualifications. Some are extroverts and some are introverts. Some are great at communicating their thoughts and ideas. Some aren't. Some are grumpy and surly. Some are super friendly. There are thousands and thousands of ways in which an L3 is not the same as another L3, and I promise you, no two L3s generate exactly the same value to Google.
- mhoad 5y ago
  As I said in another comment though surely this is the precise reason for bonus structures no? Where you as the business owner / operator can both reward the above and beyond efforts and try to incentivise more of it in the future.

Cthulhu_ 5y ago

Err, no it's not, big engineering firms (google, facebook, etc) have formalized job titles and 'ranks' and provide a clear path for advancement - and they publish pay ranges for those titles/ranks.

EE84M3i 5y ago
>they publish pay ranges for those titles/ranks. They do? I'd love to see that if you have a link.
- Gareth321 5y ago
  I don't think they publish it publicly, but the data is available based on many different sources. This is one such aggregate: https://www.levels.fyi/company/Google/salaries/Software-Engineer/ https://www.levels.fyi/company/Google/salaries/Software-Engi...
  - mellavora 5y ago
    > they publish pay ranges for those titles/ranks. if it isn't public, then it isn't published. I'm a fan of Levels.FYI, but you notice the rather large standard deviations for a number of pay grades, and it is self-reported which means the sample may not be representative. and I haven't found anything better than levels.fyi
- bruckie 5y ago
  Colorado requires disclosure of base salary, so you can look at Colorado job listings at https://google.com/careers https://google.com/careers to get a ballpark idea. This works for other large companies, too. Of course, pay varies by location, and compensation includes more than just base salary, but it will give you a starting point.
  - ncpa-cpl 5y ago
    Estonia does that too. Job posts are required to publish a pay range and it is very useful to help decide if a job is financially interesting or not.