Creating a Culture of Pay Transparency: Salaries Being Placed on Job Listings Now a Requirement in California and New York

When applying or being considered for a job, the conversation tends to always become taboo when it’s time to talk money. The Hiring Manager or HR Director somehow sells the job to you without ever mentioning money. Then finally the salary being offered is told to you with sometime less enthusiasm. You almost feel reluctant to take the position, but you decide to decline the offer because it doesn’t pay enough. You now walk away or end your zoom call upset that your time was wasted because the salary wasn’t given upfront or you’re questioning whether you’re getting paid a fair amount.

In some job markets this process will soon change. Beginning November 1^st, New York City will require any company with four or more employees, at least one of them working in the city, to include a pay range in all its job listings. A similar law will also go into effect January 1^st in California. For job seekers the law will give a better idea of what employees are willing to pay. For companies, some backlash could be possible if existing employees question why their salary is on the low end of the pay range.

It is unknown if other cities or states will follow suit. There are already some cities and states with laws making job salaries more transparent but none that require the salary to be advertised. Experts say the new laws have the potential to change conversations around pay, but what about places without a similar law?

If you haven’t learned how, now is the time to really learn how to negotiate your salary. Forbes spoke with professional coach, Leah Murphy, who gives advice on “Winning the Compensation Negotiation”. Murphy’s first piece of advice and maybe the most valuable, go into the negotiation with confidence. Murphy says it is common for professionals to feel uncomfortable due to the fear they will be perceived negatively for asking for more compensation. To get over this fear, it is advised to first recognize whether there is mutual respect between you and the company you work for or hoping to work for. If there is none, it is advised to walk away from the table. A second piece of advice, ask questions.