Podcasts about pay equity

Recorded live at SocialWest 2026 in Calgary, Jessica Lortie, Head of Marketing at Toast, joins host Lindsay Smith to dig into one of the most persistent and underreported gaps in the Canadian tech and marketing industries.Toast is a tech HR firm dedicated to closing gender gaps in the sector, working with organizations to diversify their hiring pipelines and running a community platform that gives women in tech the belonging, sponsorship, and psychological safety that workplaces often fail to provide.Jessica shares the data behind a pay gap that tripled between 2016 and 2024, why masculine-coded job titles are quietly filtering women out before they even apply, how Toast's Champions Program is training men to advocate for women in the workplace, and why community might be the most underrated career acceleration tool available to women in tech right now.The gap is real. The data is clear. And the playbook for closing it is already being written.

We're going to talk pay equity now, because a new podcast is looking into the Government's controversial decision to overhaul the pay equity regime. As a result of that decision, dozens of active pay equity claims were cancelled. Labour has said, if elected, the pay equity conversation will be back on the table, so it seems this issue might not be going away anytime soon. Shortchanged is a four-part podcast trying to make a serious issue entertaining and educational. Project Gender's Ange Meyer is gender equity specialist and hosts Shortchanged joins Perlina.

The EU Pay Transparency Directive is a significant new compliance obligation for many multinational employers. Join David, Liz, and Nita as they discuss how the Directive's requirements compare to U.S.-based pay gap reporting and pay analytics. They also discuss what U.S. employers with EU operations should be doing now to prepare for upcoming reporting obligations and to respond to future employee inquiries regarding comparative pay information. Although only a limited number of countries fully transposed the Directive by the June 7, 2026 deadline, well-counseled employers currently are addressing these emerging compliance challenges.Contact Fortney & Scott:Tweet us at @fortneyscottFollow us on LinkedInEmail us at info@fortneyscott.comThank you for listening!  https://www.fortneyscott.com/

Labour isn't the only party faced with a funding challenge related to the country's pay equity regime. The three pay equity claims in the works relate to people who work for organisations partially funded by the Government - Plunket, Hospice and Bupa Aged Care. NZ Herald Wellington business editor Jenee Tibshraeny explained further. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Labour isn't the only party faced with a funding challenge related to the country's pay equity regime. The three pay equity claims in the works relate to people who work for organisations partially funded by the Government - Plunket, Hospice and Bupa Aged Care. NZ Herald Wellington business editor Jenee Tibshraeny explained further. LISTEN ABOVESee omnystudio.com/listener for privacy information.

In this episode, Eva Catenaccio, MD, FAAP, discusses gender pay equity in pediatrics. David Hill, MD, FAAP, and Joanna Parga-Belinkie, MD, FAAP, also speak with Lauren Chernick, MD, FAAP, about minor consent laws, adolescent knowledge and STI testing. For resources go to aap.org/podcast.

Peter Capelli, Professor of Management at the Wharton School, examines the resurgence of "peanut butter" raises, exploring how companies distribute limited pay increases, the impact of inflation on employee compensation, and the tradeoffs between rewarding top performers and maintaining workforce morale. Hosted on Acast. See acast.com/privacy for more information.

Are your salaried employees actually classified correctly under federal law — or are you sitting on overtime liability without knowing it? Most small business owners don't realize there's a three-part exemption test under the Fair Labor Standards Act that every salaried role has to pass. In Episode 5 of the 13 HR Foundations series, Kerri Roberts walks through classification, pay equity, and how to build a compensation structure that holds up in an audit. In this episode, you'll learn: 1. The three-part FLSA exemption test every salaried employee has to pass (and why "salaried" alone doesn't make someone exempt) 2. The four most common classification mistakes Kerri sees in HR audits — and how to spot them in your own business 3. Why pay equity is NOT the same conversation as DEI, and what the Equal Pay Act and Title VII actually require 4. How to build a real compensation structure with three components: benchmark, range, and philosophy 5. The three audit questions to ask about every employee on your team this week CHAPTERS: 00:00 Why I've never seen a company get this right 02:24 Where you are in the 13 HR Foundations series 04:46 Most owners don't realize they have classifications 06:55 The 3-part FLSA exemption test 09:15 Common classification mistakes I see in audits 12:36 What pay equity actually is (and isn't) 17:18 Equal Pay Act, Title VII, and pattern risk 21:54 Building a comp structure: benchmark, range, philosophy 25:21 The arbitrary raise problem 27:43 What to say when an employee asks for more money 32:26 3 audit questions for every employee on your team 34:50 How to get help Not sure where your classification or comp gaps are? Take the free HR Audit and see exactly where you stand in 5 minutes: saltandlightadvisors.com/hraudit ——— Resources to keep building: 

Our women's cricket team are world champions at Twenty20, and there's a growing call to see them bowling a red ballThe White Ferns are a highly successful team, and have even received pay equity - but without multi-day matches, they still don't have play equityFind The Detail on Newsroom or RNZ Go to this episode on rnz.co.nz for more details

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter are joined by Paul White, a partner at Resolution Economics, to demystify the world of expert witnesses in employment matters. Using memorable clips from My Cousin Vinny, Legally Blonde, and The Big Short, they explore what it really means to be an “expert,” how courts evaluate expert qualifications and methodologies, and the tactics attorneys use to challenge or bolster expert testimony. The conversation examines the crucial role experts play in damages calculations, wage and hour disputes, discrimination and pay equity audits, and emerging AI bias reviews, while highlighting why clear, accessible storytelling is just as important as technical rigor. Tune in to learn how employers and their counsel can partner effectively with experts to turn complex data into practical guidance, manage risk, and control litigation and consulting costs. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Comment on the Show by Sending Mark a Text Message.What happens when an employee bravely questions a pay disparity linked to language skills, only to face retaliation from their employer? In this gripping episode of the Employee Survival Guide®, Mark Carey and his insightful guest delve into the troubling case of Beatrice Maciel, who found herself suspended and ultimately fired just days after raising concerns about gender discrimination in her workplace. This episode is not just a recounting of events; it's a critical examination of the legal intricacies surrounding retaliation claims, shedding light on the importance of documentation, the role of HR, and the concept of protected activity. Listeners will gain a deeper understanding of the motivations driving management's actions and the legal standards that define retaliation. Beatrice's case serves as a powerful reminder of how swiftly retaliation can occur and the significance of having a reasonable belief in discrimination. The discussion highlights systemic issues related to wage discrepancies, emphasizing that pay disparity is not merely a personal grievance but a widespread workplace issue that affects many employees. As we navigate through the complexities of employment law, this episode empowers listeners with essential knowledge about their rights. We tackle pressing topics such as workplace culture, employee advocacy, and the often murky waters of employment disputes, including discrimination based on gender, race, age, and disability. Our hosts provide invaluable insights into severance negotiations and the critical elements of an employment contract, ensuring that you are equipped to handle any work-related challenges. Whether you're dealing with a hostile work environment, considering a career change, or simply seeking to understand your rights better, this episode is packed with actionable advice and insider tips for navigating the often treacherous landscape of employment. Tune in to discover how to advocate for yourself and others, understand the implications of retaliation, and learn how to ensure that your workplace is one where equity and respect are paramount. Don't let the fear of retaliation silence your voice—join us on the Employee Survival Guide® and empower yourself with the knowledge to thrive in your career. Get ready to challenge the status quo and become an informed advocate for your rights in the workplace. This episode is a must-listen for anyone who has ever felt marginalized or discriminated against at work, as we explore the critical intersection of employee rights and workplace dynamics in the context of pay disparity and beyond.  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, X and LinkedIn.  We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts and Spotify. Leaving a review will help other employees find the Employee Survival Guide.  For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer:  For educational use only, not intended to be legal advice. 

The gender pay gap has widened.   New data from the 2026 Gender Pay Gap Report shows the uncontrolled gender pay gap increased from $0.83 to $0.82, meaning women earn 18% less than men on average. That difference translates to $14,300 per year in lost earnings, and over $1 million across a career.  At the same time, organizations are navigating a new era of pay transparency legislation, tighter compensation budgets, and growing scrutiny around fairness in pay practices.  So what does pay equity actually look like in 2026?  In this episode of Comp and Coffee, Ruth Thomas is joined by Vicky Peakman, Founder of Fair Pay Partners, and Lulu Seikaly, Senior Corporate Attorney, to unpack what the latest gender pay gap data really means and why transparency and equity are now inseparable.  Together they explore why the uncontrolled gap still persists, where inequities show up most clearly across careers and industries, and how organizations can move beyond compliance to build compensation strategies that are both equitable and sustainable.  This conversation looks at the legal landscape, the operational realities inside organizations, and the strategic choices leaders must make if they want pay transparency to strengthen trust rather than expose gaps.  Episode resources: 2026 Gender Pay Gap Report:  https://www.payscale.com/featured-content/gender-pay-gap HR's 2026 Guide to Pay Equity: https://www.payscale.com/research-and-insights/hr-2026-guide-to-pay-equity Email: coffee@payscale.com for listener questions and suggestions 

Compensation is where human psychology and organizational systems collide—and in Part 1, Rodney and Sam named why it so often turns into a hedonic treadmill: every lever you pull to reduce dissatisfaction tends to raise expectations and create new dissatisfaction. If you haven't listened to Part 1 yet, start there for the “why this is so messy” foundation. In Part 2, Rodney and Sam move from diagnosis to design: what principles should a compensation system actually be built on—and what do you do next? They walk through practical comp first principles and explore concrete moves teams can experiment with—like simplifying comp, reducing negotiation, and creating healthier feedback loops. -------------------------------- Ready to change your organization? ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Let's talk.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Get our newsletter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Sign up here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -------------------------------- Mentioned references: ⁠"previous comp episode": AWWTR Ep. 45, Part 1 "JEDI": BNW Ep. 40 with Sharan Bal "Midnight Zone": Depthfinding Miniseries BNW Ep. 6 with Joel Gascoigne BNW Ep. 36 with Nathan Barry BNW Ep. 84 with David Buckmaster BNW Ep. 89 with Nikki Kaufman 00:00 Intro: What Would You Rename Yourself? 03:26 Comp Principle #1: Pay and Human Dignity 07:21 Comp Principle #2: Pay Equity at Work 10:06 Comp Principle #3: Salary Clarity and Transparency 15:56 Comp Principle #4: Collective Alignment on Pay 19:04 Comp Principle #5: Employee Participation in Pay Decisions 21:47 Comp Principles #6 & #7: Simplicity and Talking About Pay Less 24:12 Redesign Idea #1: Anonymous Team Rewards Ranking 25:48 Redesign Idea #2: Eliminating Salary Negotiation 28:03 Redesign Idea #3: Interview Elsewhere to Reset Pay Expectations 29:38 Redesign Idea #4: Create Transparency for Employees 32:44 Outro: Rate the Podcast + Share At Work With The Ready Sound engineering and design by Taylor Marvin of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Coupe Studios⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

Welcome to this week's episode of The Power Lounge, where authentic conversations reveal the real power behind the stories of remarkable women in business. Hosted by Amy Vaughan, chief empowerment officer at Together Digital, today's episode dives deep into the often-overlooked gap between women's contributions in B2B sales and how they're actually recognized, compensated, and promoted.Our guest, Lori Richardson, founder of Score More Sales and president of Women Sales Pros, joins us to share her journey from a young, single mother entering tech sales in the 1980s to a force for change in the industry. Lori is also the award-winning host of Conversations with Women in Sales and author of She Sells, a guide for leaders to recruit, retain, and elevate women in sales and leadership—not just women, but their allies, too.In this episode, Amy Vaughan and Lori Richardson tackle the reality of pay inequity, negotiation tactics, mentorship versus sponsorship, the impact of AI on sales roles, and why “sales skills are life skills.” Lori shares insights from her Sales Decades Project, honoring female trailblazers, and offers practical advice for leaders and women aspiring to grow in sales.Get ready for candid stories, practical wisdom, and inspiration to help you ask for what you deserve, build your influence, and climb higher—together.Key TakeawaysFrom Challenge to ChampionSales Skills = Life SkillsBeyond the Paycheck—Ask for What You DeserveMentors and Sponsors MatterStrategic Volunteering WinsThe Power of AlliesCelebrate Progress, Keep ClimbingChapters00:00 - Introduction00:10 "Women in B2B Sales"05:50 "Turning Point After Struggles"09:38 "Sales Skills Are Life Skills"12:21 "Find Good Leaders, Equality Matters"15:48 Women Underrepresented in Sales Leadership17:16 Gender Pay Disparity Insights20:14 "Ask, Receive, $60,000 Raise"26:04 Mentorship vs. Sponsorship Insights28:42 "Proactive Self-Promotion at Work"31:58 "Anger Inspires Sales Role Models"34:27 "Turning Anger into Opportunity"38:08 Unpaid Labor and Workplace Inequity41:46 "Temporary Leadership and Growth"44:12 Women, Sales, and Adapting to AI49:13 "Al Martin: Pacing Sales Guru"50:45 "Strategic Negotiation Pays Off"53:12 "Join Together Digital Community"53:48 - OutroQuotes“Celebrate your wins, share your power, and don't hold back from asking for what you deserve—because when one of us wins, we all win.”- Amy Vaughan“Go where you're celebrated, not tolerated. Be strategic, be visible, and always negotiate for your value—because being seen starts with you showing up.”- Lori RichardsonConnect with Lori RichardsonWebsite: https://www.scoremoresales.com/LinkedIn: https://www.linkedin.com/in/scoremoresales/Call To Action:Attend the Sales Decades EventInterested in attending the Sales Decades Project event in Dallas?Reference this episode for an extended early bird price!

Get ready to punch the clock because the boys are back, and this time they're bringing the data to the drama. In this episode of The Chad & Cheese Podcast, HR's most dangerous duo sits down with Misty Heggeness, the powerhouse economist and author of Swiftynomics: How Women Mastermind and Redefine Our Economy. They're diving deep into the messy reality of gender dynamics, from the "recognition gap" that leaves women's best ideas stranded in the boardroom to the strategic masterminding required to navigate a lopsided workforce. Misty breaks down how women are effectively refining the economy—even when they're working twice as hard for half the credit—and offers a no-BS roadmap for self-advocacy, networking, and why your personal story is the most lethal tool in your professional arsenal. Chapters 00:00 - Introduction and Misty Heggeness's Background 02:02 - Family Lore and Early Life in Fargo 04:07 - Career at the US Census Bureau and Academic Role 05:35 - Inspiration Behind 'Swift Dynamics' and Taylor Swift 08:02 - Taylor Swift's Impact on Women and Business Strategies 10:59 - Economic Impact of Taylor Swift's Tours and Business Tactics 13:08 - Early Career and Nashville Country Music Scene 15:01 - Women's Progress in the Workforce and Cultural Shifts 18:05 - Gender Dynamics in Economics and Leadership Styles 21:07 - Women Making Their Own Pyramids and Future Outlook 24:02 - Women's Earnings, Education, and Top Leadership Barriers 28:04 - Taylor Swift's Employee Bonuses and Local Economic Impact 31:59 - Pay Equity, Economic Growth, and Corporate Responsibility 36:03 - Where to Find the Book and Connect with Misty Link to book: https://www.amazon.com/Swiftynomics-Women-Mastermind-Redefine-Economy/dp/0520403118

Today on Politics Wednesday, Mark Mitchell and Ginny Andersen delve into the situation in the Middle East - what are the next steps for Kiwis stuck there? And Ginny explains Labour's firm stance on the illegality of the US and Israel's actions in Iran. Plus, they discuss the Government's books and Labour's pledge to restore the pay equity scheme. LISTEN ABOVESee omnystudio.com/listener for privacy information.

KALW's BOUNCE host Erin Lim speaks to Crosscurrents host Hana Baba about WNBA ongoing contract negotiations between the players and the league owners. 

An unofficial select committee run by ten former MPs from across the political spectrum has found that last year's pay equity changes should be repealed. The People's Select Committee on Pay Equity heard nearly 1400 substantive submissions on the law changes which canned 33 pay equity claims. The findings were revealed at an event at the National Library in Wellington this morning. Nick James reports.

Marilyn Waring. Remember her? Once an activist always an activist. Marilyn took it upon herself to form her own select committee and she and a bunch of other MPs and interested parties opened their doors for submissions on pay equity and the changes the Government made that they didn't like. When doors like that get opened, people of like minds tend to wander through, and they sit around all agreeing with each other about how bad things are. The ensuing report, which has just been released, tells you exactly what you would think it would. The problem with pay equity is it's an unsolvable problem, unless you take on a North Korea/Cuba type view of the world and simply get the Government to make all the rules. The simple truth of it is different jobs have different values. Another truth is some women choose work that doesn't pay as much as other work. Men do as well, but not as much. Some of the work that doesn't pay as much is predominantly done by women. The most famous case involved a woman called Kristine Bartlett and the aged care sector. Rightly or wrongly jobs of compassion and care tend to be done by females. I would argue that's largely because they tend to be nicer people overall but that would probably lead to a charge of me being sexist, which I'm not. What I am is a realist and you can see the issue. Should age care workers be paid more? Probably. But if they were, who would foot the bill? The people paying the age care bills of course. Could we artificially boost their pay? Well, that is where we got into dreadful trouble. They ended up comparing age care workers with mechanics and got a massive pay rise. Trouble is it was always false. Mechanics are not age care workers any more than air stewards are. You can look for commonalities, twist logic all you want, but you either artificially mess with it, or you let the market be the market. Most jobs have a rationale as to why they pay what they do and at all times, all jobs are open to all people, depending on desire and skill. So essentially Marilyn and her mates have wasted their time. Logic wins. The market wins. If you want more money, do a job that pays more of it, male or female. See omnystudio.com/listener for privacy information.

In part two, when it comes to the government's changes to the Equal Pay Act, you can't go past these words: a 'flagrant and significant abuse of power.' That's a description of the process parliament followed, when the changes were passed under urgency. That prompted the formation of the People's Select Committee on Pay Equity, which did it's own consultation on the changes. Former Women's Affairs minister Steve Chadwick served on the committee and joins the Panel. Then, Craig Piner is the chief fire officer in Richmond, outside of Nelson, he's marking 27 years of volunteer service. The Panel salutes him and all volunteers everywhere.

THE BEST BITS IN A SILLIER PACKAGE (from Wednesday's Mike Hosking Breakfast) Why Do They Want the Same?/How Unions Roll/Some Economies Work Differently to Others/Be Careful Who You Call a Victim/That About Wraps it Up for SportSee omnystudio.com/listener for privacy information.

Findings claim the Government extinguishing pay-equity claims destroyed an earlier system that was fit for purpose. The People's Select Committee - a group of 10 former women MPs - has released its final report on the changes rushed through by the coalition under urgency last year. It held three months of hearings and almost 1400 submissions. Group chair and former National MP, Dame Marilyn Waring, raised questions about the 'urgency' that this legislation was rushed under. "This wasn't an emergency war regulation, it was an equal pay amendment. It's just quite unnecessary, you don't do that. And so, it was all done simply for the Budget." LISTEN ABOVESee omnystudio.com/listener for privacy information.

So, the People's Select Committee of former MPs has reported back today and, completely unsurprisingly, has slammed the Government for scrapping the pay equity law last year. Which is fair enough in some ways, it was a shoddy process. The MPs say it offends the rule of law and they're probably right. It was done in a hurry to save last year's Budget, rushed through under urgency and changed the rules retrospectively. It's all really cynical stuff from a Government and too much of that sort of behaviour undermines confidence in the way the system works. But even though they make some fair points and mount some fair criticism of the way Nicola Willis and Brooke van Velden ran this thing out, I can't get past the next question I have, which is: so what? What do these former MPs think will happen as a result of this report? The pay equity scheme is not going to be brought back in the form it previously existed. It's far too expensive. The cost to the Government was estimated at $13 billion over four years. The cost to the entire economy would have been much, much higher. The former MPs want political parties to make it a bottom line to reintroduce the scheme after the election. No party can credibly commit to that. Where would they find $13 billion, other than by making the country's already worrying structural deficit even worse and adding to our already far-too-large debt? Chippy will make noises about bringing it back, but press him a little harder - ask him where he's going to find the money - and you don't get any sufficient answers. Ultimately, that's where the argument ends - where do you find the money? Yes, it was bad lawmaking. Yes, people were hurt by it. Yes, it's fair to criticise. But where do you get the money? LISTEN ABOVESee omnystudio.com/listener for privacy information.

They found no evidence to support what they call the `demolition of the world's leading pay equity scheme'. 

In this solo episode, I recap the latest good vibes in DEI. This week our conversation is about pickleball making access the default, autistic Barbie done with care, bonuses for the whole crew, and more!Here are this week's good vibes:Pickleball makes access the defaultAutistic Barbie, done with careBonuses for the whole crewA font that saves secondsMinecraft breaks the censorship wall Good Vibes to Go: Bernadette's GVTG: It's Girl Scout Cookie time! Here's the now-annual list of trans kids to order Girl Scount cookies from.Read the Stories.Subscribe to the 5 Things newsletter.Watch 5 Things Live on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Former National Minister and academic Marilyn Waring who set up the People's Select Committee gives an update on pay equity progress.

Pay equity is getting a major upgrade in 2026. SB 642 redefines “wages,” extends protections to non-binary employees, and tightens job-posting rules. Jen explains how these changes expand employer liability — and how to prepare your pay data before the March reporting deadline.

Can good intentions alone close the gender pay gap? In this episode, David Anderson, PhD, associate professor of Economics, joins host Jonathan Doh, PhD, for a thoughtful conversation on how data analytics can reveal — and help fix — one of the workplace's most persistent inequities. Dr. Anderson unpacks why some well-intentioned strategies for pay equity often fall short and how a more mathematical, evidence-based approach can lead to meaningful progress. Discover how data analysis can inform better policy, improve organizational practices, and ultimately advance equity in the modern workplace.

In this episode, we discuss the current top issues for employers – AI, DEI and Pay Equity – that were highlighted at multiple employment conferences that David Fortney and FortneyScott attorneys Liz Bradley and Nita Beecher recently attended.  For each, we explore the issues and share the key strategies that employers are following to address these developments.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

This week, we're covering an uptick in state-level employment law activity, federal court decisions on “captive audience” bans, and Rhode Island's new menopause accommodation requirements. State Legislative Activity Increases California has introduced new laws on paid sick leave, artificial intelligence, pay equity, and protections for tipped workers. Meanwhile, other states are also rolling out new laws impacting employment practices. Courts Clash Over “Captive Audience” Bans Federal courts have issued conflicting rulings on state restrictions regarding employer-mandated meetings related to union organizing. Rhode Island Enacts First-Ever Menopause Law Through a new amendment to its Fair Employment Practices Act, Rhode Island has become the first state in the country to require employers with four or more employees to accommodate menopause symptoms. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw409 Download our Wage & Hour Guide for Employers app: https://www.ebglaw.com/wage-hour-guide-for-employers-app. Subscribe to #WorkforceWednesday: https://www.ebglaw.com/eltw-subscribe Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

On today's episode, we'll be discussing pay equity with our strategic partner, BRG. BRG is a global consulting firm that helps leading organizations advance in three key areas: disputes and investigations, corporate finance, and performance improvement. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Holly Goodman (email) (Gunster / Southern Florida)Guest Speakers: Elizabeth Arnold (email) & Dr. Chester Hanvey (email) (Berkeley Research Group (BRG))Support the showRegister on the ELA website here to receive email invitations to future programs.

What truly drives fair compensation? Nicole Armstrong, CEO of Ellequate, explores the toughest questions around pay equity, revealing real challenges faced by today's workforce — from the gender pay gap to “occupational segregation.” Get practical tips for tackling difficult compensation conversations, plus actual pay equity ROI success stories and expert HR insight through an audience Q&A. Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Invisible systems like algorithms play a powerful role in entrepreneurial success, shaping who gets access to opportunities and who does not. On this episode of The Angel Next Door Podcast, host Marcia Dawood dives into the world of gender bias, equitable AI, and economic justice with a fresh, thought-provoking lens, challenging listeners to rethink the foundations of modern entrepreneurship.Guest Katica Roy is a gender economist, tech CEO, and advocate whose family history—rooted in stories of immigration and resilience—fuels her mission for equity. From her own battles for fair pay as a breadwinner mother to being featured in the New York Times, Katica commands a unique and powerful voice on dismantling barriers in the workplace and beyond.Together, Marcia and Katica explore how algorithmic bias perpetuates inequality, and most importantly, what all of us can do to foster change, both individually and systemically. Packed with actionable insights and a sense of urgency, this episode is a must-listen for anyone invested in creating a fairer, more innovative future in business and tech. To get the latest from Katica Roy, you can follow her below!https://www.linkedin.com/in/katicaroy/https://www.katicaroy.com/abouthttps://designobserver.com/why-ethical-ai-is-good-business/ Sign up for Marcia's newsletter to receive tips and the latest on Angel Investing!Website: www.marciadawood.comLearn more about the documentary Show Her the Money: www.showherthemoneymovie.comAnd don't forget to follow us wherever you are!Apple Podcasts: https://pod.link/1586445642.appleSpotify: https://pod.link/1586445642.spotifyLinkedIn: https://www.linkedin.com/company/angel-next-door-podcast/Instagram: https://www.instagram.com/theangelnextdoorpodcast/TikTok: https://www.tiktok.com/@marciadawood

Across the country today from Whangarei to Invercargill, thousands of people are expected to take part in a Day of Action for Pay Equity.

The first of two Pay Equity claims under the government's new stricter regime have been filed on Tuesday by the Nurses Organisation. Plunket nurse and Nurses Organisation delegate Hannah Cook spoke to Ingrid Hipkiss.

Nurses working for hospices and Plunket fear that even if they succeed in their new pay equity claims, they may never see the money. Ruth Hill reports.

If Grant Robertson thinks the Covid inquiry is a "show trial", then what is about to unfold at the High Court as of the end of this month can't be far behind. A bunch of unions are taking the Government to court over pay equity. They are having several stabs at it – the Bill of Rights is in play and the democratic process is up for debate. One of the things the unions claim may happen if they win, is a select committee would have to hear submissions and a debate in Parliament would have to take place. That's the "show trial" part. Select committees hear from the people you would expect to hear from: broadly, it's people opposed to whatever change of law is in play. And a debate in Parliament hears both sides, one for, one against, with the Government of the day prevailing, given it is they who have the numbers and indeed that is why they are the Government. Which is essentially why court is a waste of time, remembering of course the Government is the ultimate court and if they want to pass a law, they can. Making it complicated is the whole pay equity calculation is a mess. Secondary teachers, for example, were one of the many claimants putting an equity claim forward before the law was changed. To my eye being a high school teacher is not an equity issue. Men do it, women do it, there are lots of them and they aren't paid on gender. It's not a profession where 99% of them are women and because they are women, they are poorly paid. High school teachers are paid quite well. You could equally argue they are not paid as well as they could be because the union insists on them all being paid the same based on time in the classroom. If they got paid on merit it would be a different world. Kristine Bartlett's case became famous because we could all see the care industry was mainly female and the pay was poor. I would still argue the pay was poor because the work, although kind and worthy, is not of great numerical value. If it was, rest homes would pay more, charge residents more and we'd happily foot the bill. But we don't. Anyway, the upshot is the best the unions can hope for is a court win. The win can then be used to beat the Government about the head as big, bad meanies. But it will still not get them paid under an equity deal because the court is not the Government. See omnystudio.com/listener for privacy information.

Five major unions are taking the government to the High Court over changes to pay equity laws. PSA National Secretary Fleur Fitzsimons spoke to Ingrid Hipkiss.

Questions to Ministers Hon CARMEL SEPULONI to the Minister for Pacific Peoples: Does he stand by his statement, "We absolutely have endeavours to get Pasifika people into employment"; if so, why? TEANAU TUIONO to the Minister of Foreign Affairs: Does he agree with the Prime Minister that Israeli Prime Minister Benjamin Netanyahu has "lost the plot"; if so, why? CATHERINE WEDD to the Minister of Finance: What reports has she seen on COVID-19 and the economy? Hon KIERAN McANULTY to the Minister of Housing: How many social houses funded in the 2024 and 2025 Budgets have been built? SCOTT WILLIS to the Minister of Science, Innovation and Technology: How many jobs, if any, have been lost in the science sector since the formation of this Government? SAM UFFINDELL to the Minister of Health: What recent announcements has he made about health infrastructure? CAMILLA BELICH to the Minister for Workplace Relations and Safety: Will she formally consider the report to be published by the People's Select Committee on Pay Equity next January; if not, why not? Dr HAMISH CAMPBELL to the Minister for Mental Health: What recent announcements has he made in relation to a promotion campaign for better mental wellbeing for New Zealanders? ARENA WILLIAMS to the Acting Minister of Commerce and Consumer Affairs (Grocery Sector): Does she agree with Nicola Willis, who said in 2023 that "National will take action to get food prices under control once more"; if so, why are food prices still going up under her watch? Dr DAVID WILSON to the Minister for Resources: What recent reports has he seen on the New Zealand resources sector? TIM VAN DE MOLEN to the Minister for Small Business and Manufacturing: What is the Government doing to support small businesses? LEMAUGA LYDIA SOSENE to the Minister of Internal Affairs: Does she stand by her statement that online casino-type gaming providers should not have to make community returns because that would create "a perverse incentive to increase gambling activity in order to increase revenue for these organisations"; if not, why not? Question to Member INGRID LEARY to the Chairperson of the Health Committee: Were any items of business relating to Health NZ removed from the Health Committee agenda this week after the agenda was originally distributed and before the meeting took place; if so, what were they?

A sense of betrayal and an under-valuing of women's work. That was the resounding message at the first day of the People's Select Committee hearings, formed in response to the Equal Pay Amendment Act. The changes, announced in May by Workplace Relations Minister Brooke van Velden, halted 33 claims from female-dominated workforces which sought to prove they were underpaid in comparison to similar male-dominated industries. It also raised the threshold for future claims to be successful. Ellen O'Dwyer reports.

The People's Select Committee gets underway in Wellington this morning, to hear submissions on the rushed-through changes to the Equal Pay Amendment Act. 

On this episode of Guest Commentary, Philadelphia can't wait until 2068 to compensate women for the same work done by their male counterparts. The President & CEO of the Forum of Executive Women explains why.

Welcome to a special edition of We get work®, recorded live from Workplace Horizons 2025 in New York City, Jackson Lewis's annual Labor and Employment Law Conference. Over 500 representatives from 260 companies gathered together to share valuable insights and best practices on workplace law issues impacting their business today. Here's your personal invitation to get the insights from the conference, delivered directly to you. 

The government has been accused of taking money out of women's pockets - to make its Budget work. The Prime Minister has previously disputed this suggestion, saying changes to pay equity is about having legislation that is workable and not complex. Paula O'Kane is an Associate Professor in the Department of Management at the University of Otago and speaks to Mihi.

Welcome to the Build A Vibrant Culture Podcast, where clarity, energy, and results collide! This week, Nicole Greer dives into the world of compensation with Jason Smith, Principal Compensation Consultant at Gallagher's Compensation and Rewards Consulting practice. With a career journey that started behind the bar at Applebee's and led to becoming a recognized expert in compensation strategy, Jason is here to pull back the curtain on the complex world of pay structures, transparency, and fairness.In this high-energy conversation, Jason shares how to balance internal equity with market competitiveness, the critical difference between pay equity and pay equality, and the evolving trends in compensation strategy post-pandemic. Whether you're an HR leader, business owner, or team leader, this episode is packed with actionable insights to help you pay your team right.Highlights from this episode:[00:09:52] Pay Equity vs. Pay Equality Explained: Jason clearly defines the difference between pay equity (eliminating wage disparities) and pay equality (ensuring no discrimination). Understanding these concepts is critical for fair compensation practices.[00:19:08] Evolution of Compensation Strategy Post-Pandemic: Jason discusses how compensation strategies have evolved over the last five years, from remote work challenges to pay transparency becoming an industry standard.[00:27:41] Navigating Pay Transparency Laws: Jason provides practical advice for HR professionals preparing for pay transparency regulations, including the importance of maintaining accurate and up-to-date salary ranges.[01:03:31] Don't Try to Do It All Yourself: Jason's closing advice to HR professionals is powerful—don't be afraid to ask for help. Whether navigating compensation strategies, compliance, or pay transparency, experts can provide the support you need.Connect with Jason:Email: jason_smith@ajg.comLinkedIn: https://www.linkedin.com/in/compenjason/Listen today at www.vibrantculture.com/podcast or your favorite podcast platform!Learn more about Nicole Greer, the Vibrant Coach: https://www.vibrantculture.com/

Hundreds of people from Dunedin to Auckland took to the streets this week to protest the government's new Pay Equity Amendment Bill. It was pushed through parliament this week under urgency. 

As the demand for Career Tech education continues to grow in Ohio, Career Tech programs continue to struggle to attract and retain educators to serve students because of problems with the way most salary schedules are structured. Career Tech educators often have years or decades of prior experience in the private sector - and the expertise they can share with their students is invaluable as a result - but many do not have the advanced degrees that other educators who took a more traditional path to the classroom often do, so Career Tech educators' salaries often don't reflect the value they bring to our schools. The Greene County Career Center Education Association recently bargained a new kind of salary schedule and new contract language to change that, and now they're hoping other local associations will follow their lead.SEE THE GCCCEA COLLECTIVE BARGAINING AGREEMENT AND SALARY SCHEDULE | Greene County Career Center Education Association President Doug Picard is happy to show other local leaders what his association accomplished in its latest negotiations and share his insight about how it could be replicated for other educators across the state. You can reach Doug by email at douglaspicard@gmail.comLISTEN TO OUR PREVIOUS CONVERSATION | Regular Public Education Matters listeners may recognize Doug Picard from a previous episode this season. Doug reached out with the follow up discussed in this episode after an earlier conversation about the Growing Demand for Career Tech in Ohio. Click here to listen to that conversation in Season 5, Episode 17.  SUBSCRIBE | Click here to subscribe to Public Education Matters on Apple Podcasts or click here to listen on Spotify so you don't miss a thing. You can also find Public Education Matters on many other platforms, including YouTube. Click here for links for other platforms so you can listen anywhere. And don't forget you can listen to all of the previous episodes anytime on your favorite podcast platform, or by clicking here.SOCIAL SECURITY FAIRNESS | For too long, the federal Government Pension Offset and Windfall Elimination Provisions of the Social Security Act have unfairly hurt Career Tech educators, who often enter the education profession after private sector careers. At the end of 2024, Sen. Sherrod Brown's Social Security Fairness Act passed in Congress. Click here to read OEA's statement on the landmark legislation.Featured Public Education Matters guests: P.R. Frank, Greene County Career Center Education Association memberAn educator for 31 years, P.R. Frank came to CTE in 2007 after 15 years as a public school educator. He helped to start three successful Dayton schools, has led teacher professional development, and has taught in classrooms ranging from elementary to post-secondary education. Prior to joining a career technical school, P.R. enjoyed developing his own small business as a digital media creator in his spare time. He champions great curriculum design, excellent teaching, and giving students a step up in life pursuits.Doug Picard, Greene County Career Center Education Association President Doug Picard is in his sixth year as a manufacturing and engineering instructor at the Greene County Career Center (GCCC) in Xenia, Ohio. Before joining GCCC, he served 21 years in the U.S. Air Force, where he taught in classrooms, developed avionics test programs, and authored technical policies. At GCCC, his teaching emphasizes human-centered design and adaptive technologies to support underrepresented communities. Picard has also collaborated with the University of Dayton and Central State University as a research mentor for their Global STEM Research Experience for Teachers where he studied engineering in developing areas in Ecuador and India. Over the next three years, he will work with these universities, along with Wright State University, on a National Science Foundation-funded Research Experience for Teachers focused on electronics and semiconductors.Connect with OEA:Email educationmatters@ohea.org with your feedback or ideas for future Public Education Matters topicsLike OEA on FacebookFollow OEA on TwitterFollow OEA on InstagramGet the latest news and statements from OEA hereLearn more about where OEA stands on the issues Keep up to date on the legislation affecting Ohio public schools and educators with OEA's Legislative WatchAbout us:The Ohio Education Association represents nearly 120,000 teachers, faculty members and support professionals who work in Ohio's schools, colleges, and universities to help improve public education and the lives of Ohio's children. OEA members provide professional services to benefit students, schools, and the public in virtually every position needed to run Ohio's schools.Public Education Matters host Katie Olmsted serves as Media Relations Consultant for the Ohio Education Association. She joined OEA in May 2020, after a ten-year career as an Emmy Award winning television reporter, anchor, and producer. Katie comes from a family of educators and is passionate about telling educators' stories and advocating for Ohio's students. She lives in Central Ohio with her husband and two young children. The interview for this episode was recorded on April 14, 2025.

Why has the gender pay gap stalled, and what does it take for women to break into leadership? In this episode of Comp & Coffee, Ruth Thomas sits down with Payscale's Chief People Officer, Lexi Clarke, and Chief Customer Officer, Kate Peter, to explore the latest findings from the 2025 Gender Pay Gap Report. They discuss the challenges women face in leadership, the role of pay transparency, and what businesses can do to close the gap. Grab your coffee and join us for this important conversation!Key Highlights• Discussion of the persistent gender pay gap and the role of pay transparency in addressing this issue.• Insights from Lexi and Kate on navigating leadership roles as women and overcoming challenges in male-dominated industries.• Analysis of factors contributing to the stalling of pay gap improvements since 2022, with a focus on systemic issues and political influences.• Examination of the motherhood penalty and its impact on women's career trajectories.• The importance of having a "personal board of directors" and being authentic in leadership roles.Quotes• "I want to show her what strong looks like. I want to be messy in front of her and show her that you can lead authentically." – Kate Peter• "You can't unsee the data once you have it, and then you want to act on it." – Ruth Thomas• "Being authentic is my way of making sure I'm doing my best work." – Lexi ClarkeReferencesPayscale's 2025 Gender Pay Gap Report

Hollywood responds to a perceived lack of urgency from Los Angeles Mayor Karen Bass, a new twist develops in the Blake Lively/Justin Baldoni feud, and Donald Trump is unhappy with Comcast after comedian Seth Meyers makes fun of the incoming president. Kim Masters and Matt Belloni are here to help us all make sense of this relentless week.  Plus, we revisit our conversation between Masters and Sing Sing director Greg Kwedar. Everyone involved in the production was paid the same daily rate, a model that Kwedar hopes could bring more parity to film sets. The movie stars Colman Domingo as a wrongly-convicted man staging a play inside the real Sing Sing prison. Much of the cast includes formerly incarcerated actors playing versions of themselves.

Hollywood responds to a perceived lack of urgency from Los Angeles Mayor Karen Bass, a new twist develops in the Blake Lively/Justin Baldoni feud, and Donald Trump is unhappy with Comcast after comedian Seth Meyers makes fun of the incoming president. Kim Masters and Matt Belloni are here to help us all make sense of this relentless week.    Plus, we revisit our conversation between Masters and Sing Sing director Greg Kwedar. Everyone involved in the production was paid the same daily rate, a model that Kwedar hopes could bring more parity to film sets. The movie stars Colman Domingo as a wrongly-convicted man staging a play inside the real Sing Sing prison. Much of the cast includes formerly incarcerated actors playing versions of themselves.