New York City is on the cusp of becoming the first major city to enact a law requiring employers to post certain types of salary information with job postings. The goal of this law is to address the problem of unequal pay in today’s workplace. In many cases, this lack of equal pay manifests itself in the gender pay gap.
New York City’s law was intended to go into effect in May. However, there’s some criticism of the law which could delay its enactment until November. And there are proposed changes that would create exceptions to its applicability.
Could changes to the pay transparency law be a good thing? The answer to that question probably depends on which side you’re on – the employer’s or employee’s. But let’s first take a step back and look at why New York City passed this law in the first place.
The Gender Pay Gap in the United States
According to the Pew Research Center, women in the United States made 84% of what men earned in 2020. Some of this pay difference can be explained by variables other than sex or gender. Yet this pay discrepancy is likely at least partially the result of the gender discrimination.
At the federal level, there are already several laws in place to address discriminatory pay, such as the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Title VII). And most states have laws on the books that outlaw most forms of wage discrimination. But these federal and state laws aren’t enough to eliminate unequal pay due to...
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