Allegis Group company Aerotek recently reported on the progress of laws banning questions regarding the salary history of job candidates. Its July 2019 article reports, “To address the gender and racial wage gap, cities, states and territories around the U.S. are banning employers from asking for a job candidate’s pay history. The bans have important implications for employers in a jurisdiction that is instituting or considering a version of the ban.”
Salary history inquiry bans are being enacted by states and municipalities to address biases that are perpetuated via questions about the salary histories of prospective employees. The bans aim to address what many see as gender- and minority-based pay differences that could remain an influence throughout an entire career.
Takeaway: Employers may have to determine offers without the candidate’s salary history as a decision tool, but that change may be beneficial in the long run. Local market conditions, competition, and talent availability are all factors that can accurately determine the best offer. A talent partner with the right tools and data in place can help companies make the most accurate determination to attract the right talent, at the right time and cost, needed to best meet a workforce need.
This update contains general information only, and AGS is not rendering legal advice. Before making any decision or taking any action that may affect your business, you should consult qualified legal counsel. AGS shall not be responsible for any loss whatsoever sustained by any person or company who relies on this update.