Salary History Bans: The Next Pay Equity Frontier in 2022
  • CODE : DIAN-0027
  • Duration : 75 Minutes
  • Level : Intermediate
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Diane L. Dee, President and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 30 years of experience in the HR arena. Diane’s background includes experience in HR consulting, training, and administration in corporate, government, consulting, and pro bono environments.

 

Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics. 

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP certification. Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

It’s the job interview question you’d love to dodge:  What’s your current, or most recent, salaryy?  A low Figure could limit your starting pay.  I 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? Shouldn’t employees be compensated for what their skills are worth to the new company and not be based on a different job from their past?

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.

Thankfully, recent efforts at the state level are working to end this misleading practice, a welcomed step in ending the pay gap between men and women.

Topic Overview


  • What do the salary ban laws prohibit?
  • How asking about salary history impacts pay equity
  • What employers can and cannot ask related to prior salary
  • Best practices for employers to consider in light of new developments

Areas Covered

  • How asking about salary history impacts pay equity
  • Using market data to guide your compensation offers
  • Best practices for communicating pay with future employees to increase offer acceptance rate
  • Pricing the job, not the person
  • Practical tips on how to comply with the salary history law


Course Level - Intermediate

Who Should Attend

  • Senior Leadership
  • Human Resources Professionals
  • Compensation Professionals
  • Recruiting Professionals
  • Managers & Supervisors

  • $149.00



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