Webinar: California's Pay Transparency Law: How to Comply and the DEI Impact
With the passage of S.B. 1162, California joins the growing list of jurisdictions that require job postings to include pay ranges. Often cited as a way to advance pay equity, pay transparency laws remove the secrecy that surrounds compensation and give employees more informational leverage in the hiring process.
For employers that must comply with the new law, planning and implementing an approach to transparency may prove challenging - particularly if there are existing pay disparities that are likely to come to light as a result. But as transparency moves from the leading edge to the mainstream of employment practices, it is critical for organizations to develop a solid strategy to meet compliance requirements and take steps to ensure pay equity over the long term. Beyond simply mitigating risk, a successful pay equity program can reinforce your commitment to an inclusive workplace culture and help you achieve and sustain key diversity, equity and inclusion (DEI) goals.
XpertHR Legal Editor Emily Scace and Gapsquare Pay Equity Leader Sabina Mehmood discuss the complexities of California's new pay transparency law, what it means for your organization, and the impact on your wider DEI agenda.
- What S.B. 1162 requires with regard to pay transparency in job postings
- When an employer must share a pay range with an applicant or current employee
- How S.B. 1162 modifies California's pay data reporting requirements
- How S.B. 1162 may impact the pay equity and transparency landscape
- The benefits of pay equity and transparency for recruiting, retention, reputation and more as you work toward fostering an inclusive workplace