Spoken like someone from HR

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Oh hell no! I want to know any time all the time! Why would there be laws and audits for this if no one should know. What kind of reverse psychology bullshit is this ?!

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I guess you believe in the theory that ignorance is bliss. I’d rather know what situation I put in because as a person of color I’d like to know if there is some sense of a equality within the workplace.

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TBH - you really only want to know if there was some way to adjust/fix any discrepancies. Knowing you make $15K less and there isn’t a damn thing you can do about it would be a time bomb sitting in the back of your brain.

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Know what you should make, renegotiate and if they are assholes force their hand with a counter offer or leave. Why be loyal to a company that isn’t loyal to you?

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Seriously....

likesmart

No. Not ignorance is bliss (assuming that was to me). I’m not a white male, if that is the assumption, and I’ve been in situations where the pay gap was made clear... yet I was unable to remedy despite how outspoken I was.

My point is this. We need to address the pay gap, but that isn’t going to happen through visibility alone. Until agencies or companies begin to hire and/or listen to advocates that (appropriately analyze and) correct any grave disparities in pay, all that is going to happen is that people will get pissed, leave, and then wonder if they are underpaid by their new employer. Meanwhile, the original employer will keep on keeping on.

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Pay gaps are not accidents they are tools that further business goals

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Here's the thing - all the power to you for negotiating what you can. Some people negotiate better than others and therefore they can contribute to making the salary gap larger. But if you have never asked for a raise, or negotiated, or try to have a serious conversation about increases with your boss, the question to be asking yourself is why do you deserve better pay?

If you got proper rationale, then have these conversations with your boss for a raise, don't vent on here. Don't compare yourself to the market because that is just going to make you go nuts. Work hard and honestly, start a log of all your efforts, and fight for your salary when the time is right. The worse that can come from your conversation is a "no".

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My last agency wouldn’t pay me what I wanted and I found out they were looking to have me manage someone who I found out who make a comparable salary to me, so I got a counter-offer for 15K more to showed it to them. That’s the only reason why I got a raise there. They tried to screw everybody over. Not just me. Don’t sit on anything and leave if you don’t like what you make. 1company didn’t want to negotiate and let me know they weren’t interested in me for a position but I eventually found one that did and I kept moving from there. If I wasn’t aggressive I’d probably still be making $40K. Screw that. No loyalty to something that’s not loyal to you.

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That exact same story (almost to the T) happened to me!

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There are so many factors that can contribute to disparities in pay... that is what I wish was made more clear. Years of experience and education, for example, are components that don’t usually shine through when looking at an excel of names, positions, and salaries. On the whole, there should be parity, and OBVIOUSLY no decisions should be made based on gender or ethnicity. But on the flip side, not all candidates are created equal. So you have to know your value, negotiate for what you want, and be prepared to walk.

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