Discussion about the average hourly wage of women vs. men

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Reference no: EM132253536

In recent years there has been significant discussion about the average hourly wage of women vs. men (women earn 83 cents for each dollar earned by men), and even greater disparity impacting minorities (minority women = 54 cents compared to men = $1). Some commentators theorize that employers offer to pay new hires based on their previous level of earnings instead of the market value of the position. As a result, the gender pay level disparity gets perpetuated throughout an employee’s career. This has prompted several states or municipalities (for example, Delaware; California; Massachusetts (1/1/2019); Puerto Rico; New York, NY; San Francisco) to prohibit employers from asking applicants about their prior wage rate/salary – either in the job application or interview phase.

Address the following points:

Research one of these state or local “salary history ban” laws and report on the basic provisions of it – what it prohibits and what it allows.

Based on your academic analysis, are such laws/ordinances a good idea?

Even more to the point, will they contribute to equalizing pay between the genders?

Are there any loopholes around them?

How do you apply the principles of HR to deal with the various requirements when an employer has workers in many states or localities – some of which have a “salary history ban”, while others do not?

Reference no: EM132253536

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