In the late 1980s, Dr. Deborah Heiser was working in the human resources department of a technology company when she heard the news that made her blood boil and forced her to quit. Dr. Heiser learned that a recently hired male employee was offered a higher salary for the same role she was doing. When Dr. Heiser was made aware of the discrepancy, she approached her boss. “He would need to support a family, so we need to pay him more,” her boss responded. Dr. Heiser was confused as both employees were single and in their twenties. She was infuriated and resigned. Sadly, in the three and a half decades since, not much has changed in the war on wage discrimination. Instead, policymakers are grasping at straws, trying to make the variance in salary between genders a thing of the past.
Under a new law taking effect on November 1, New York City will follow other cities and states who initiated wage transparency as a unique solution to the age-old problem of pay discrimination. The goal is to create a level playing field for those generally underpaid, specifically women and underrepresented groups.
With pay transparency, the objective is that more targeted applicants will apply for open positions. The new pay transparency law requires posting minimum and maximum salary offerings for an available role.
Pay transparency lets employers and employees get to the root of the matter; the
salary. “When the salary is opaque,” shares Tracey I. Levy, an employment lawyer, “a great deal of...
In October 2026, a rumor spread that U.S. Senate candidate James Talarico, a Texas Democrat, had received treatment at a mental health care facility in Ohio. The claim erupted after Talarico, a s...