The salary must be stated for vacancies. Thanks to a new law they will do that in NYC.

I vividly remember my glowing anger when I learned that a male co-worker in the same job was making over $10,000 more than me. It was early in my career, and our references were almost identical: the same law graduate year, the same fellowship, and similar internships. Our qualifications differed in two ways: he had worked for a year at a law firm, where I represented victims of domestic violence and human trafficking.

That pay gap was about 20 percent of my salary, and I struggled under the weight of the student loans. Our employer was a government agency. It had never occurred to me to negotiate salary; I assumed there was a fixed pay scale.

Laws requiring the disclosure of salary ranges in job postings, such as other wage transparency laws, reduce gender and racial disparities.

New York City recently had a law that makes this experience much less likely for workers there: It requires employers to include a salary range in all listings for jobs that are wholly or partly urban, including office or field work or remote work. The law’s effective date, originally scheduled for this past weekend, was: postponed until November, a last-minute delay that should not stand in the way of final implementation.

By passing this legislation, New York City is catching up with Colorado, where a similar law entered into force last year. There was then concern about employers refuse to hire Colorado workers because of the law. But it seems Colorado was a national leader. More states and cities should pass wage transparency laws that require salary ranges in job postings, prohibit history-based pay, and protect salary discussions between employees.

Laws that require the disclosure of salary ranges in job postings, such as: other payroll transparency laws, reducing gender and racial disparities. Women still earn much less than men — 83 cents per dollar in 2022 — and this gap is even wider for women of color: Black women earned 58 cents on average and Latina women 49 cents, for every dollar a non-Latino white man made last year. Research has shown that women often less inclined to negotiate higher salaries And his viewed more negatively if they try. some states Require the disclosure of salary ranges when applicants so request or when job openings are extended. While it’s a good first step, this approach still puts the responsibility on the applicants to ask (at their own risk), perpetuating the differences.

Demanding salary ranges in job openings also reduces information asymmetry between employees and employers, giving employees more power in the hiring process. Colorado Lawyer David Seligman wrote in support of his state’s law, while employers know what salaries they pay, “employees rarely have access to this kind of information.” He added: “They are applying for jobs without being sure which companies are paying them or similar employees. … This imbalance of information is an imbalance of power.” It prevents employees from knowing what they can reasonably expect. workers in journalism academic worldmuseums and other fields have begun to provide payroll transparency spreadsheets for their colleagues, but this problem requires a systemic approach rather than ad hoc do-it-yourself efforts from employees.

Hiding the ball is also inefficient; it wastes everyone’s time if the salary is a non starter. How does restraint on wages benefit everyone, including the economy as a whole? So much time and effort is put into writing applications, reviewing submissions, selecting candidates and conducting interviews. It is a poor use of the company’s time and highly unfair to applicants who spend time applying for jobs that may not meet their needs.

In fact, there’s a strong argument that a lot more information should be included in job postings: whether a non-compete or forced arbitration provision will be required or whether an employee will be considered exempt from overtime pay. Federal law doesn’t even require employers to formally notify their employees of their pay in writing after they are hired. A account that would require writing disclosure of employee wage rates within 15 days of hiring used to be introduced in Congress last week by Sen. Patty Murray, D-Wash., and Representatives Rosa DeLauro, D-Conn., and Bobby Scott, D-Va.; small business owner testified that a similar requirement: in his home state of Minnesota, “every time I went through the hiring process, it became an easy form to fill out.”

Sure, employers have expressed concern about the laws in Colorado and New York City. The current system allows them to attract the widest possible range of candidates while enjoying the maximum flexibility to pay what they want. But this leads to inefficiencies and inequalities, and it exacerbates the imbalance of power.

By passing its law, Colorado showed leadership on an important issue of workers’ rights. To do this, the hesitation that many lawmakers seem to feel had to be overcome. In the years I’ve worked on state policy, I’ve found that in many cases, legislators seem to fear innovation. They tend to ask, “Has this come up elsewhere?” There is sometimes reluctance to act without proof of concept of a bolder state or, better yet, half a dozen.

We are locked into the federalist system in a way of arms proliferation, forced birth. We should use it whenever possible to serve human and social justice goals.

But that’s not why people vote for their leaders. States can be, as Supreme Court Justice Louis Brandeis wrote: labs for experiments – but towards positive goals. We are locked into the federalist system in a way of arms proliferation, forced birth. We should use it whenever possible to serve human and social justice goals. And the leadership of states like Colorado is helping to break the common but oxymoronic framing that pro-labor policies are products of coastal elites. That framing is both useless and inaccurate: across the country there is widespread support for pro-worker policies, such as increase in the minimum wagepassing paid leave laws and supporting unions

In fact, wage transparency isn’t the only employee problem Colorado has played a leading role in. For example, it and Minnesota led the way in increasing criminal penalties for wage theft in 2019California followed last year† meanwhile, a similar proposal was included in the New York Governor’s 2022 State of the State message, and a similar one account is for discussion in Rhode Island this session.

So here’s more of this. More transparency on employee compensation and more power for employees in the hiring process and beyond. And here’s the hope, too, that young women, who are embarking on their careers, will no longer experience moments of red-hot anger when they discover how much co-workers are earning.