The next time she’s looking for a job, the IT manager wants to know what she’s doing before she applies – and that includes her salary. When she first came to Canada, she was unfamiliar with the job market and says the information released would be helpful in trading. “You do not want to go through the whole process of doing four months of interviewing with a company just to realize in the end that the offer does not match what you were looking for or what is really viable for you,” he said. Hamawi is one of many people in the private sector who hope to see provincial governments request compensation information to be included in job listings. “There is no reason for this not to be revealed in the same way it works in the public sector,” he said. “There is no reason why it should not work for the private sector.” The BC NDP government, led by John Horgan, says it is looking at the move as a measure to reduce the gender pay gap. Legislatively, the movement is gaining momentum in the United States. Colorado is already demanding pay scales in job postings. The New York Demand is set to begin in November and the state of Washington will follow in 2023. Several other states require the information to be provided if requested. And across the Atlantic, the UK government is testing a pilot project.

The impetus for companies to disclose wages

There is a growing movement calling for companies to be more transparent about the salaries of prospective employees and to include them in job postings. Ever since this story was first shown, New York City has pushed back on its pay transparency requirements from May to November. 2:01

Canada is in danger of falling behind

In Canada, the practice of publishing information occurs organically. Indeed, Canada, a job listing website, says that 66 percent of its listings contain some form of information. However, Sarah Kaplan, a business professor at the Rotman School of Management at the University of Toronto, says Canada is not keeping pace with other countries in terms of data requirements. “I think we’re going to see it more and more, not just on big sites like Indeed, but on every company that posts a job posting,” Kaplan said. He believes there will be more pressure to publish the range. A recent survey by Bankrate.com, a US personal finance website, says young people are breaking the taboo around talking about money. About 40 percent of millennial and Y generation workers have told their colleagues what they are doing. That compares with 31 percent of gen-Xers, those aged 42 to 57, but only 19 percent of baby boomers, those aged 57 to 76.

Companies that see a reward

Some companies have made wage disclosure a policy and are happy with the results. Indeed, Canada says companies that publish payroll data receive up to 90 percent more applicants. Vancouver-based accounting firm Bench was involved in the action. The company decided to start posting payroll scales on its ads nine months ago and says it is already reaping the rewards by building a relationship of trust with its employees. “We have seen a huge increase in the number of candidates who have applied,” said Spencer Miller, the company’s chief analyst. Spencer Miller, head of people analysis at Bench accounting firm, says the company has seen great results as it has been more open about payroll information. (Martin Diotte / CBC)
Describes the current job market as a “candidate market”. And he says that by publishing the information, they create a relationship of trust from the beginning. “We have to make sure we attract and retain incredible people here,” Miller said. As part of this broader push for transparency, Bench also began posting current job titles and payroll zones so that people working for the company have an idea of ​​where they can go. The company posts are similar to those you can already find in public or union settings, where posting payroll is a common practice. “It turns out that when you do the right thing, it often also produces very good results,” Miller said.

A slow process for some

But there is some repulsion in the trend. Some companies representing companies say it will take time to implement such policies and are concerned about oversight. That was one of the reasons why New York City decided on Thursday to delay the implementation of the new wage disclosure rules from May to November 2023. Some human resources departments are still struggling to comply with Colorado requirements, says Hani Mansour, a professor of economics at the University of Colorado Denver. “It creates a lot of headaches in the human resources department,” he said. “There is now a greater effort to standardize work codes, understand that you know if job titles make sense or not [and] what a comparable job. “ Living costs8: 31Is pay transparency the key to fair payment? For many Canadians, openly discussing how much money we make is taboo. But could sharing our wages, openly, really change our wages and lead to greater wage equality? Anis Heydari takes a closer look at a concept called “pay transparency” – which some experts believe will level the playing field in many workplaces. 8:31
Ontario actually passed the payroll scale in job postings as a requirement in 2018. But the Progressive Conservative government delayed the move indefinitely after its election. For Hamawi, the issue is a matter of justice. He says some people will not know how poorly paid they are until wage information is made public. “It’s like playing poker when you only have two cards in five,” he said. “And they have all the papers.”