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Isn't this achieved from something like the CA law proposed but without demographic data? At a past job, they anonymized company survey data at various levels

Isn't this achieved from something like the CA law proposed but without demographic data? At a past job, they anonymized company survey data at various levels including not sharing demo breakdowns in data if a person was on a team with fewer than four members or something like that. I'd be open to a law like the one in CA with the stipulation that demo breakdown data won't be shared if it represents two or fewer employees in a group. Market transparency is good and can be achieved to some extent without knowing an employee's exact salary. I'll add that I've also worked with envious people who would potentially treat their coworkers in a hostile manner if they perceive some unfair imbalance in their pay, rather than seeking a new job or taking it out on an employer. For some, there is a crabs-in-a-bucket mentality.

lotsofpulp 4y ago
My preference would have been to simply require publicly posted job ranges on job listings. I would not even need maximum pay, the minimum pay would be enough info. Although I would have required including health insurance metal level and subsidy percentage and 401k match, since they are significant and easy to predict/measure components of compensation. The demographic stuff is a waste of time and potentially harmful, in my opinion. > I'll add that I've also worked with envious people who would potentially treat their coworkers in a hostile manner if they perceive some unfair imbalance in their pay, rather than seeking a new job or taking it out on an employer. For some, there is a crabs-in-a-bucket mentality. I feel like this mentality would get rectified quickly. There are many jobs with publicly known disparities in pay that function properly, such as finance, tech, and government. It will be a problem initially due to having to reconfigure people’s expectations, but after that it should be fine.

lotsofpulp 4y ago

My preference would have been to simply require publicly posted job ranges on job listings. I would not even need maximum pay, the minimum pay would be enough info. Although I would have required including health insurance metal level and subsidy percentage and 401k match, since they are significant and easy to predict/measure components of compensation. The demographic stuff is a waste of time and potentially harmful, in my opinion. > I'll add that I've also worked with envious people who would potentially treat their coworkers in a hostile manner if they perceive some unfair imbalance in their pay, rather than seeking a new job or taking it out on an employer. For some, there is a crabs-in-a-bucket mentality. I feel like this mentality would get rectified quickly. There are many jobs with publicly known disparities in pay that function properly, such as finance, tech, and government. It will be a problem initially due to having to reconfigure people’s expectations, but after that it should be fine.