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Salary History Bans: The Next Pay Equity Frontier
Speaker :
Diane L. Dee, SPHR, SHRM-SCP
About The Event
Topic Overview
It’s the job interview question you’d love to dodge: What’s your current, or most recent, salary? A low figure could limit your starting pay. A high number might make you seem too expensive. Now, several states and cities are banning the question as part of efforts to ensure pay equity for women and minorities, but some companies say the new laws represent yet another intrusion into their businesses.
It is often customary for employers to ask for salary history and use that information to set wages in a new position. But when we take a closer look, how is prior pay related to a worker’s ability to perform a new job?
A worker’s salary history follows her from job to job. Low pay at an early job can affect salary at a later one, because hiring managers often base their offer on previous pay. Even candidates who negotiate and advocate strongly for themselves at the salary phase can wind up with a lower offer than someone who happened to earn more at an earlier position.
Areas Covered
- What prompted salary history ban legislation
- What salary history ban laws prohibit
- Are state and local jurisdictions dictating to employers how to conduct its business?
- How asking about salary history impacts pay equity
- Pay equity laws
- Recruiting and hiring in the age of salary history bans
- What employers can and cannot ask related to prior salary
- Impact of the ban on older workers and workers eager to get back in the workplace after being out of the workforce a period of time
- Voluntary compliance with the salary history ban.
Learning Objectives
- Understanding the salary history ban and its affect on women and minorities
- Best practices and practical tips for employers on complying with salary ban laws
- Which state and local jurisdictions have currently adopted the ban
- Learning to price the job, not the person
- Using market data to guide your compensation offers
- Best practices for communicating pay with future employees to increase offer acceptance rates.
Who Will Benefit
- Senior Leadership
- Human Resources Professionals
- Compensation Professionals
- Recruiting Professionals
- Managers & Supervisors
Industries:
Subjects:
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Speaker : 
Diane L. Dee, SPHR, SHRM-SCP
Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.