This article was originally posted on tech12.
Sensitive sorting, creative onboarding and close mentoring: Employing people with disabilities requires mental and occupational flexibility among organizations and start-ups. These successful companies tell us how to do it right.
Update: The New York City Council has now voted to push back the implementation of the pay transparency law to November 1, 2022.
Beginning in May, employers hiring in New York City will be required to give a minimum and maximum salary range within every job posting. The legislation, enacted by the NY City Council, is meant to course-correct pay inequities within organizations by keeping salary information out in the open. Beyond New York City, the trend has already been moving steadily forward. In 2020, a Pay Transparency Study from Mercer found that 67% of organizations viewed the practice as increasingly important.
Continue reading “We (Literally) Need to Talk Money in NYC. Salary Transparency is Here.”
