Podcasts about pay transparency

For sales teams and high performers, a confusing compensation plan is a fast track to disengagement. Scott Trumpolt joins the Sales POP! podcast to explain why the best compensation plans prioritize clarity over complexity. The biggest mistake companies make? Hiding the math. Whether it's base salary or variable commission, employees need to see exactly how their efforts translate to dollars. But it goes deeper than that—Scott suggests linking pay directly to Career Architecture.

Send us a textPolicy shapes pay packets, childcare, heating bills, and even how we move around our cities. We break down Rachel Reeves' Autumn Budget without jargon, showing how frozen thresholds create fiscal drag, why dividend and property tax hikes shift the balance toward taxing wealth, and how ISA changes nudge under 65s into risk. We look at the upside too, scrapping the two child cap, targeted help on energy bills, a rare freeze on rail fares, and what the new EV per‑mile charge means for the future of funding our roads and the reality of going electric.Power is shifting in entertainment as well. With Paramount Skydance launching a hostile bid for Warner Bros Discovery and outbidding Netflix, we explore what consolidation means for the streaming wars, catalogue control, and your monthly subscriptions. Culture isn't only created; it's distributed, priced, and fenced off, and those decisions ripple through what stories get made and who gets to see them.Safety and dignity are non negotiable. We spotlight the British Transport Police's silent text service 61016 so you can discreetly report harassment on the Tube, and we talk candidly about luxury retail bias versus glossy representation, even as A$AP Rocky fronts Chanel. In the workplace, we share a tactical playbook for handling an aggressive senior colleague: set boundaries, document meticulously, build public advocates, and use policy to protect yourself. We also preview a practical series on starting a UK business the right way trademarks, bookkeeping, HMRC timelines and celebrate Sister Scribble's sell out momentum and what it takes to scale a young brand with intention.If this conversation helps you see your money, career, and safety with clearer eyes, follow the show, share it with a friend, and leave a review telling us the moment that hit home most. Your feedback keeps this community sharp and growing.Referenced Podcast Episode:The New skills Economyhttps://open.spotify.com/episode/4jdXWn8DpFgiER9nVVILa2?si=bgRbofTVTTO7572fUajLmwSponsorships - Email me: hello@toyatalks.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks https://toyatalks.com/ Music (Intro and Outro) Written and created by Nomadic Star Stationary Company: Sistah Scribble Instagram: @sistahscribble Website: www.sistahscribble.com Email: hello@sistahscribble.com

With more states expected to adopt new laws, while others will be demanding more detail in existing regulations, employers are challenged to implement a unified, scalable compensation system that addresses cross-state inconsistency. In this first episode of our series, we survey the varied pay transparency landscape, detail upcoming developments, and explore how to use data both strategically and practically to mitigate legal risks, maintain compliance and improve cross-functional collaboration and decision-making amid rapidly changing laws.

Dominic Piscopo didn't set out to disrupt the accounting world, he just wanted to know if he was being paid fairly. That simple question led him from pen-and-paper salary surveys at Deloitte to building Big 4 Transparency, a crowdsourced database now relied on by countless people in accounting. On Episode 241 of The Unique CPA, Dominic talks to Randy about how a weekend project snowballed into a vital resource for accountants, empowering individuals to advocate for themselves and helping firms confront the "loyalty tax" that drives talent away. He outlines the surprising power of open data, with openness a key to why he refuses to put a paywall between accountants and the information they need. Dominic has pushed through the challenges he's faced in the project with trust and accuracy in the data and has ultimately forged a truly useful tool for the profession. Get the full show notes and more resources at TheUniqueCPA.com

Pay transparency isn't a trend - it's a structural shift. If sharing salary ranges makes you nervous, it's not your employees - it's your compensation structure. In this episode, Kerri Roberts (Strategic HR & People Ops) breaks down how to build transparent, fair pay with salary bands, job levels, and a simple rollout plan that earns trust and improves retention. You'll learn:Why leaders avoid pay transparency (and the real risk of secrecy)How to build salary bands, career tiers, and clear criteria for raisesWhat “transparent pay” really means (without sharing individual salaries)A 4-step rollout: Data → Bands → Communicate → Incremental transparencyHow compensation data studies de-risk the process and align leadersWork with KerriCompensation Data Study (benchmarking + internal equity plan): saltandlightadvisors.com/contactHR in a Box (HR foundations + systems): saltandlightadvisors.com/workwithus Resource mentioned:What clarity without the caffeine crash? Try Kerri's personal favorite: Magic Mind and get $40 off your first order by using code KERRIROBERTS at check out or by going to https://magicmind.superfiliate.com/KERRIROBERTS Key ideas: pay transparency, salary bands, pay equity, compensation strategy, posting ranges, trust at work, retention, people operations.Support the show

Pay transparency is expanding quickly, and many organizations are feeling the pressure to catch up. In this episode, Kelley walks through what these laws actually require, why they're accelerating, and how transparency exposes deeper issues like pay gaps, compression, and trust. She shares practical guidance on conducting pay audits, communicating with employees, and strengthening your employer brand beyond salary alone. Whether you're navigating new regulations or preparing your team for honest conversations, this episode offers clear, grounded direction. Give it a listen and join the discussion.#HR #PayTransparency #Leadership #TotalRewards #CompensationStrategy #WorkplaceCulture #HREssentials #HRInsights #EmployeeExperience #PeopleManagement #PayEquity #HRCompliance

It's … Indicators of the Week! Our weekly look at some of the most fascinating economic numbers from the news. On today's episode: the effects of pay transparency, Meta's big win, and freaky flies and beef. Related episodes: Are we entering a new dawn for antitrust enforcement? Why beef prices are so high For sponsor-free episodes of The Indicator from Planet Money, subscribe to Planet Money+ via Apple Podcasts or at plus.npr.org. Fact-checking by Sierra Juarez. Music by Drop Electric. Find us: TikTok, Instagram, Facebook, Newsletter.  Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

The Pay Transparency Directive came into force in June 2023 and Ireland will have to transpose the Directive by June 2026. The Directive contains a range of new obligations for employers including the obligation to categorise employees according to who is performing work of the same work or work of equal value based on objective gender neutral criteria. This will require a complex job evaluation exercise, comparing roles across one organisation.  In this of KC Connect, Sinead Wallace, Associate Legal Director, is joined by Mary O'Brien, Ibec Academy Consultant, together they examine the job evaluation aspect of the Pay Transparency Directive . Thank you for listening. To explore all of Ibec's podcast offering, visit here. Make sure to follow Ibec Podcasts to stay up to date with new episodes.

In this episode of Don't Take No For an Answer, partner Jeremy M. King and Sandra Halbing cover how employer transparency statutes are impacting the employment risk landscape. The statutes require employers to disclose pay ranges and benefits in job postings, putting employers at risk of substantial legal damages if they fail to comply.   King and Halbing discuss how employment practices liability insurance policies may provide coverage for such risks, noting that policyholders should ensure full comprehension of the policy coverage. They advise policyholders to establish a response playbook and provide notice of potential pay transparency actions as soon as possible to avoid navigating a lawsuit blindly. Speakers: Jeremy M. King, Partner, Insurance RecoverySandra Halbing, Associate, Litigation

Another conversation about pay transparency? We know what you are thinking, haven't we already covered this?  But the truth is, 2025 changed everything. From a wave of new state laws in the U.S. to Canada and the EU rewriting the playbook, pay transparency has moved from policy talk to daily reality. With 2026 around the corner, the stakes are only getting higher.  In this episode of Comp and Coffee, host Ruth Thomas sits down with Vicky Peakman, Director at Fair Pay Partners, and Lulu Seikaly, Senior Corporate Attorney at Payscale, to unpack the year's biggest developments and what is coming next.  Episode resources: 2025 – 2026 Salary budget survey - https://www.payscale.com/featured-content/salary-budget-survey-sbs?utm_medium=social&utm_source=linkedin&utm_campaign=cnt_awr_payforperformance-blog_wv&utm_content=payforperformance-blog_sia  Your voice deserves to be heard! Participate in this year's compensation best practices survey - https://www.research.net/r/CBPR26Coffee   Email: coffee@payscale.com for listener questions and suggestions.  

What does it really mean for an architecture firm to be transparent? This week, we dive into the operations of Work Program Architects (WPA), an award-winning practice known for its community-driven design and radically open culture, with Associate Principal Erin Agdinaoay.Erin shares her journey to WPA, drawn initially by their community-focused work and then captivated by their commitment to radical transparency. She details how WPA puts this philosophy into action daily: 100% open books accessible to all staff, full salary visibility (shown even during the hiring process), and a rotating Raises and Bonuses Committee that gives everyone a chance to participate in financial decision-making. Erin explains that this level of openness isn't just about fairness - it's a strategic approach designed to demystify firm operations, foster trust, and empower every team member, regardless of experience level, to think and act like an owner.The conversation explores the practicalities and challenges, from managing growth while maintaining communication to educating staff on financial literacy through exposure and direct involvement. Erin addresses common questions and skepticism, emphasizing that while transparency can create friction, assuming good intent and approaching conversations with curiosity makes the process constructive. WPA even shares its internal templates to encourage other firms to adopt similar practices. Erin's ultimate hope extends beyond WPA. "My hope is that firms all over dramatically increase their transparency and their ability to give access to business information and financial literacy to all staff in their firm, especially younger staff to create a long runway to learn the business. That way our very talented young professionals can learn what maybe the default is today so that they can create a different tomorrow that increases the value of architecture in the profession." - Erin AgdinaoayThis episode concludes by showcasing how WPA's radical transparency fosters a culture of trust, equity, and shared ownership, challenging traditional firm management norms. Erin's insights reveal that openness is not just an ideal but a practical tool for building resilience, improving business acumen across the firm, and ultimately, empowering the next generation to elevate the architectural profession by understanding its foundations.Guest:Erin Agdinaoay is an Associate Principal at Work Program Architects (WPA), based in the Norfolk area of Virginia. With a people-first leadership style, she has been instrumental in shaping and implementing WPA's commitment to radical transparency, including open books and salary visibility. She is an advocate for pay equity and believes in empowering all staff with financial literacy to foster an ownership mindset within the firm. Erin is a graduate of Virginia Tech's architecture program.Is This Episode for You?This episode is for you if:✅ You are curious about alternative firm management models beyond traditional hierarchies. ✅ You believe in or want to learn more about pay transparency and open-book management. ✅ You are interested in fostering an "ownership mindset" among your staff. ✅ You want practical advice on how to implement transparency initiatives in your own firm. ✅ You are a younger professional seeking firms with values aligned with equity and openness.

In this episode, Ray Sclafani discusses the critical importance of having a well-defined compensation philosophy in financial advisory firms. He highlights the common pitfalls of compensation planning without a clear strategy and emphasizes the need for a structured approach that aligns pay with performance, culture, and profitability. The conversation covers the essential building blocks of a strong compensation philosophy, how to implement it effectively, and the impact it has on employee engagement and trust in leadership.Key TakeawaysMore than half the industry lacks a clear compensation strategy.Clear pay philosophies lead to lower turnover rates.Transparency in compensation processes fosters trust among employees.Regularly review and adapt your compensation philosophy to align with business changes.Involve team members in defining key performance metrics.A strong compensation philosophy reflects the firm's values and leadership style.For more information click here to visit the Best in the Business Blog.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

With the EU Pay Transparency Directive on the horizon and gender pay gap reporting obligations expanding to more Irish employers, how can organisations prepare for the changes - and ensure they're creating fair, equitable workplaces for all? In this episode, Dave and Mary are joined by Anita Whyte Moran, founder and host of The Femcast podcast, to explore the evolving landscape of gender equality in Ireland. Together, they discuss the state of play for women in leadership, what pay transparency really means for employers, and how culture and psychological safety play critical roles in achieving real equality.   Guests: Anita Whyte Moran – Founder & Host of The Femcast   Topics include: Gender Pay Gap Reporting in 2025 – What Employers Need to Know The Upcoming EU Pay Transparency Directive (2026) The Changing Landscape of Gender Equality in Irish Workplaces Visibility, Support & Psychological Safety for Women at Work Moving Beyond Box-Ticking: Creating Meaningful DEI Change The Role of HR in Influencing Gender Equity from Within Fertility, Family, and the Hidden Barriers to Progression How Equal Parental Leave Could Drive True Equality Generational Shifts and the Future of Workplace Culture   References CSO Gender Balance in Business Survey 2025 The Femcast – Hosted by Anita Whyte Moran The HR Room Webinar: Bullying at Work – How to Take Effective Action   Get in touch If you're not already following us on LinkedIn, you can do that here. If you have any suggestions on what you'd like to hear on the podcast, or if you'd like to join us as a guest, then do reach out to Dave at dcorkery@insightr.ie or on LinkedIn here.   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice what's important to you as a HR professional, an employer or people leader.  If you are enjoying these episodes, do please feel free to share them with colleagues, friends and family. And even better, if you can leave us a review, we'd really appreciate it! We love your feedback, we take requests, and we're also here to help with any HR challenges you may have! Requests, feedback and guest suggestions

California continues to lead the nation in pay equity enforcement, and new requirements are reshaping employer obligations. In this episode, Jen breaks down SB 1162 and other recent legislation requiring employers to post pay scales in job ads, disclose pay ranges internally, and file detailed pay data reports with the state.

New York's highest court has upheld a law moving town and county elections to even-numbered years, rejecting a Republican challenge that claimed the change was unconstitutional. Meanwhile, about 1,200 dogs and their owners are expected to hit the East Village this Sunday for the 35th annual Tompkins Square Halloween Dog Parade. And four years after New York City began requiring salary ranges in job postings, a new proposal would expand pay transparency rules to include current employees.

Ro Carracedo Lopez, senior International legal editor at Brightmine, discusses the EU Pay Transparency Directive, how member states are adopting its provisions into national law and · not least · its implications for UK organisations with Wouter Heere, Associate at Littler Netherlands, and Rui Rego Soares, Associate lawyer at Littler Portugal. Related resources Global EU pay transparency directive implementation comparative table Demystifying the EU Pay Transparency Directive for UK employers Podcast: Gender pay gap reporting - a global view

Ep. 173Direttiva Pay Transparency: the final countdown. Con Florinda Scicolone

Send us a textIn this episode of Dear HR Diary, I sat down with Scott Trumpolt to explore the world of compensation, career growth, and the role of managers in shaping employee success. Scott shared his journey into HR and compensation, offering a candid look at how pay transparency, employee development, and passion can transform the workplace.What We CoveredScott's career journey into HR and compensationWhy pay transparency matters for building trust and equityThe connection between compensation and career developmentHow to create clear pathways for employee growthThe critical role of managers in employee developmentPractical strategies for navigating tough pay conversationsThe value of passion in building a meaningful careerA Quote from Scott“Compensation isn't just about dollars—it's about showing employees how their work connects to growth, opportunity, and purpose.” – Scott TrumpoltResources for ListenersSHRM: Compensation & Benefits ResourcesWorldatWork – Total Rewards & Compensation ResearchHarvard Business Review: How to Talk About Pay at WorkBook recommendation: Pay Matters: The Art and Science of Employee Compensation by David WeaverConnect with Scott Trumpolt

Pay transparency laws are forcing the conversation—but alignment is what makes it stick.  When it comes to pay transparency, HR, Legal, and leadership often speak in different “dialects.” HR frames it around equity and structure, Legal around compliance and risk, and leadership around outcomes and cost. The challenge? These perspectives rarely align into a shared understanding that employees can trust.  In this episode of Comp and Coffee, we're bringing together three leading voices to explore how organizations can move beyond compliance and turn transparency into a universal language of trust and alignment:  Ruth Thomas – Chief Compensation Strategist and pay equity thought leader and advisor, helping organizations build consistent, bias-free pay practices.  Lulu Seikaly – Corporate attorney guiding employers through the legal realities of pay transparency laws.  Elaina Van Kirk, PHR – Principal Consultant at Exude Human Capital, advising organizations on compensation, performance, and inclusive culture strategies.  Together, they'll uncover how HR, Finance, and Legal can stop speaking past each other—and start building a pay narrative that employees not only understand but believe. 

Send us a textIn a world where your voice can be weaponized against you, knowing when to speak and when to stand firm in silence becomes a crucial skill. This episode unpacks the delicate balance of self-advocacy in both professional settings and wider society, where particularly for Black women, calculated strategy often proves more powerful than reactive responses.Toya introduces her groundbreaking "Three Pillars of Career Protection" framework, a comprehensive system of documentation that transforms how professionals can safeguard their careers and advocate for themselves. Through detailed explanations of the Receipts Folder (positive feedback), Burn Folder (policy breaches and micro-aggressions), and Blueprint Folder (measurable impact), she provides listeners with concrete tools to build leverage, gather evidence, and create armour against workplace injustice.Through powerful personal stories from being clock-watched during bathroom breaks to challenging the adultification of her daughter at nursery – Toya illustrates how systemic issues manifest in daily interactions and offers practical strategies for countering them. She shares how she coached a listener through workplace discrimination, resulting in meaningful change through strategic documentation rather than emotional confrontation.The episode also examines broader societal tensions, from the TFL and Birmingham bin worker strikes to political turmoil within the Labour Party, connecting these external struggles to workplace dynamics. Toya explores Gen Z's shift toward "career minimalism" separating identity from employment while pursuing passion outside work hours – and considers how this adaptation might better serve professionals in an AI-disrupted future.With both urgency and compassion, Toya reminds us that establishing and defending our boundaries isn't optional it's essential. "If you start allowing your boundaries to accommodate shit, you will always be presented with shit sandwiches." Her insights empower listeners to build their professional reputation through consistent excellence while creating systems that ensure this excellence can't be overlooked or undervalued. Remember, advocating for yourself isn't always about being confrontational  it's about systematically documenting your value, protecting your boundaries, and ensuring you receive the recognition and compensation you deserve.What will you do this week to strengthen your career protection toolkit?Sponsorships - Email me: hello@toyatalks.com Cc: toyawashington10@gmail.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks www.toyatalks.comhttps://toyatalks.com/ Music (Intro and Outro) Written and created by Nomadic Star Stationary Company - Sistah Scribble Instagram @sistahscribble Website: www.sistahscribble.com

We like to think numbers are neutral. Post a range, satisfy a rule, move on. But in practice, a salary range is a story: a public promise about who you are as an employer and how decisions get made when nobody's in the room. With the October 29 go-live for Massachusetts pay transparency, that story becomes visible. In this conversation, Kyle Pardo and Dan Baker map the terrain employers actually face on deadline day—what must change in your postings and internal moves, what “good-faith” looks like in the real world, and why “set-and-forget” quickly unravels once hiring pressure shows up. Then we zoom out. Because transparency is both a superficial checkbox, and also a organizational mirror. Handle it well and you compress time in your hiring funnel, reduce second-guessing inside teams, and earn the trust that makes retention boring—in the best possible way. Handle it poorly and you invite the kind of quiet churn that never announces itself until it's expensive. This is a practical briefing—mechanics, messaging, and a short countdown plan—but it's also an invitation to use a mandate to make your culture sharper, fairer, and easier to believe.Links and NotesPay Transparency from the AG websitePrevious podcast episode on Pay Transparency 101 AIM HR Solutions Training CatalogAIM members can reach the HR Helpline at 800-470-6277 or helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

Send us a textThe Transport for London strikes have sparked heated debate, but before rushing to judgment, we need to examine why workers feel forced to take such actions. When peaceful protest options are systematically limited and negotiations fail, strikes become the necessary tool for demanding fair treatment. These workers form the backbone of our infrastructure – shouldn't their compensation reflect that essential role?This week I share a conversation with a colleague that exposed a £5K bonus disparity despite my heavier workload and responsibilities. The experience highlights how secrecy around compensation creates fertile ground for favoritism and discrimination to flourish unchallenged. What happens when we start having these uncomfortable but necessary conversations about pay transparency? I'm taking you behind the scenes of how I'm navigating this situation strategically rather than emotionally.The most liberating concept I've encountered recently comes from Stephanie Tyler's article "The Quiet Thrill of Not Being for Everyone." How many of us have spent years performing versions of ourselves, carefully packaging our truths to be palatable to others? This continuous shape-shifting amounts to "a long-form apology for who you are." The freedom that comes from embracing authenticity – even when it means not everyone will like you – represents a profound shift in how we navigate our professional and personal lives.From Angela Rayner's resignation and the leadership lessons it provides, to disappointments with Apple's innovation, to Cardi B's courtroom victory against frivolous claims – each story offers insights into standing your ground and protecting what matters. I also introduce the concept of "job hugging" and why protecting your business ideas legally has never been more important.Referenced Article:The Quiet Thrill of Not Being For Everyonehttps://www.wildbarethoughts.com/p/the-quiet-thrill-of-not-being-forThe Toya Talks podcast is evolving with a new logo, consistent Wednesday episodes, and increased social media presence. Follow @toya_talks on Instagram for more career insights, and watch out for the October launch of my new stationery brand, Sister Scribble. Have a workplace dilemma? Email hello@toyatalks.com for confidential advice on the podcast.Sponsorships - Email me: hello@toyatalks.com Cc: toyawashington10@gmail.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks www.toyatalks.comhttps://toyatalks.com/ Music (Intro and Outro) Written and created by Nomadic Star Stationary Company - Sistah Scribble Instagram @sistahscribble Website: www.sistahscribble.com

In this episode, Dr. Grajdek examines how publishing pay ranges reshapes trust, motivation, and team dynamics, separating true fairness (process) from perceived fairness (outcomes). She unpacks real risks such as pay compression, rumor spirals, and anxious managers. Moreover, Dr. Grajdek shares a clear transparency rollout – audit and correct inequities, publish ranges with context, and coach leaders on respectful compensation conversations. Tune in to learn more.   Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l 

A new EU directive on pay transparency is going to change how open companies need to be about the salaries they offer to their employees, but what will this mean for cutting the gender pay gap?Joining Seán to discuss is Deirdre Malone, Head of Employment at EY Law Ireland...

Analysts are raising alarms about the potential for an AI economy bubble, reminiscent of the dot-com crash, as AI-related spending now constitutes about 2% of the U.S. GDP. This surge in investment, particularly following the launch of ChatGPT, has led to significant capital expenditures by major tech firms, consuming a large portion of America's investment pool. As skepticism grows regarding the sustainability of these expenditures, organizations are increasingly shifting their AI workloads from public cloud environments to on-premises systems to ensure better governance, cost predictability, and data privacy.The recent launch of GPT-5 has sparked mixed reactions, yet it is gaining traction in the enterprise market. Early adopters have reported that GPT-5 outperforms competitors in specific tasks, offering faster setups and better results at a lower cost. OpenAI is actively pursuing enterprise clients, expanding its sales team, and exploring financial strategies to bolster its position in the market. Meanwhile, Apple is introducing new tools for businesses to manage employee access to AI services, emphasizing the importance of data protection and governance as AI becomes more integrated into the workplace.Workplace research highlights the benefits of a four-day workweek, revealing that employees experience improved well-being and productivity without a reduction in pay. Additionally, new studies challenge the traditional view on pay transparency, suggesting that greater openness can enhance employee satisfaction. However, immigration policies are creating significant challenges in IT talent management, with a notable decline in H-1B visa registrations, which could hinder the tech industry's growth and innovation.The return-to-office mandates are also impacting the workforce, particularly among working mothers, leading to a decrease in their participation in the labor market. As companies grapple with these changes, there is a growing demand for formal periods of digital silence to enhance productivity and reduce workplace distractions. The podcast emphasizes the need for businesses to focus on outcomes rather than hype, advocating for effective governance, automation, and preparation to adapt to the evolving work environment. Three things to know today 00:00 AI Spending Surge Fuels Bubble Fears Amid Slowing Job Growth and Rising Skepticism04:20 Enterprise AI Shake-Up: GPT-5 Adoption Rises, Apple Tightens Governance, Kaseya Bets on Chat Interfaces08:31 Future of Work in Flux: Shorter Weeks, Pay Transparency, Immigration Crunch, and RTO Fallout This is the Business of Tech.     Supported by:  https://scalepad.com/dave/ https://cometbackup.com/?utm_source=mspradio&utm_medium=podcast&utm_campaign=sponsorship   All our Sponsors: https://businessof.tech/sponsors/ Do you want the show on your podcast app or the written versions of the stories? Subscribe to the Business of Tech: https://www.businessof.tech/subscribe/Looking for a link from the stories? The entire script of the show, with links to articles, are posted in each story on https://www.businessof.tech/ Support the show on Patreon: https://patreon.com/mspradio/ Want to be a guest on Business of Tech: Daily 10-Minute IT Services Insights? Send Dave Sobel a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/businessoftech Want our stuff? Cool Merch? Wear “Why Do We Care?” - Visit https://mspradio.myspreadshop.com Follow us on:LinkedIn: https://www.linkedin.com/company/28908079/YouTube: https://youtube.com/mspradio/Facebook: https://www.facebook.com/mspradionews/Instagram: https://www.instagram.com/mspradio/TikTok: https://www.tiktok.com/@businessoftechBluesky: https://bsky.app/profile/businessof.tech

Workers are now able to speak freely about their salaries, and it's got experts speculating about what this means for Kiwis. The House passed a new law last night preventing employers from taking legal action against workers talking about their pay. The bill, introduced by Labour's Camilla Belich, essentially renders pay secrecy clauses unenforceable. Employment lawyer Jordan Boyle says New Zealand already has a culture of keeping pay private. "People may feel a little bit more freedom to ask, but you don't have to share. People may choose to share, employers may face some difficult conversations." LISTEN ABOVESee omnystudio.com/listener for privacy information.

The practice of openly sharing compensation information is reshaping workplaces — but implementing it effectively comes with challenges that go beyond compliance. C3 Nonprofit Consulting Group's Nancy Hibschman, managing principal, and Amanda Wethington, principal, discuss the importance of pay transparency and the shifting societal expectations driving the conversation. Discover how organizations can proactively plan, address questions, and manage disparities, while fostering open dialogue and empowering managers.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

In this episode of the Resilient Leaders Journey, Trent speaks with compensation consultant Scott Trumpolt (www.hrcompensationconsulting.com) about the evolving landscape of compensation in the workplace. They discuss the role of compensation consultants, the impact of remote work on compensation strategies, and the importance of employee engagement. Scott shares insights on generational differences in compensation expectations, the significance of pay transparency, and the need for effective communication of career development opportunities. Takeaways *Compensation is essential for attracting and retaining talent. *Remote work has transformed compensation strategies. *Employee engagement is crucial for organizational success. *Younger generations prioritize pay transparency and career growth. *Companies must communicate clear career paths to employees. *Benefits beyond cash compensation are increasingly valued. Chapters 05:07 Remote Work and Compensation Dynamics 09:36 The Importance of Pay Transparency 16:42 Communicating Employee Value

Send us a textUsually on this show we talk about the power of our wallets to build the world we want. This week, let's talk about how we can extend our power just a little bit further, to our places of work.There are lots of ways to serve as a financial ally to the planet and to our community. This week, we'll talk about five ways that are probably easier than you might think.Practice salary transparency.Propose a green 401K option if your company doesn't already have one.Take advantage of your company's matching donations.Participate in paid volunteer daysHire vendors with your mission and values in mind.Links from today's episode:The Enduring Grip of the Gender Pay Gap | Pew Researchhttps://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/Gender pay gap in U.S. hasn't changed much in two decades | Pew Researchhttps://www.pewresearch.org/short-reads/2023/03/01/gender-pay-gap-facts/ ICYMI another episode you might enjoy:Episode#42 Pay Transparency for Allies (recorded before the 2024 rebranding of this show)Episode #9 When your company doesn't offer a socially responsible 401K (recorded before the 2024 rebranding of this show)Connect With Genet “GG” Gimja:Website https://www.progressivepockets.comTwitter https://twitter.com/prgrssvpckts Work With Me:Email progressivepockets@gmail.com for brand partnerships, business inquiries, and speaking engagements.Easy Ways to Support the Show1. Send this episode to someone you know! Word of mouth is how podcasts grow!2. Buy me a coffee (or a soundproof panel!) https://buymeacoffee.com/progressivepockets 3. Leave a 5 star rating and review for the show!//NO AI TRAINING: Any use of this podcast episode transcript or associated show notes or blog posts to “train” generative artificial intelligence (AI) technologies to generate text is expressly prohibited. This includes, without limitation, technologies that are capable of generating works in the same style or genre as this content. The author reserves all rights to license uses of this work for generative AI training and development of machine learning language models//Support the show

Halfway through the week, Mark Mitchell and Ginny Andersen are back with Mike Hosking to discuss the biggest political stories thus far. Labour MP Camilla Bellich's member's bill, the Employment Relations (Employee Remuneration Disclosure) Amendment Bill, has passed its second reading. But why do we want to talk about salaries? Nicola Willis has met with Fonterra over the cost of butter – has anything come of it yet? And how intense will the Tāmaki Makaurau by-election be? LISTEN ABOVE See omnystudio.com/listener for privacy information.

Mairead O'Mahony, Head of Human Capital for AON Ireland

Are you ready for the upcoming changes in pay transparency? Join us as we unpack the EU's new directive and its impact on organizations. Our expert guests, John Beadle, Saul Husiman, and Marion Devine share valuable insights on compliance and cultural transformation.

In this podcast, Daniella McGuigan (partner, London) and Jim McGrew (Chief Client Services Officer, New Orleans) discuss the European Union's (EU) pay transparency directive and its implications for employers. Daniella provides an overview of the directive, emphasizing its aim to enforce equal pay for equal work or work of equal value, and outlines the requirements and challenges employers will face in complying with this new legislation. The conversation also touches on the potential penalties for noncompliance and compares the directive to similar legislation in other parts of the world, highlighting the unique aspects of the EU's approach. Daniella and Jim discuss some best practices for employers—such as evaluating job architecture and pay structures—as they start to prepare for the directive's June 2026 effective date.

Send us a textIs your pay strategy quietly driving talent out the door? In this no-fluff episode, Josh Matthews sits down with compensation expert Scott Trumpolt to break down pay transparency laws, broken bonus systems, and how to finally build comp plans that retain and motivate. If you're hiring, leading, or scaling, this one's a game-changer.

Julian Newman (he/him), Founder & CEO of FutureCast, and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week, our conversation is about standing ovations in leotards, women making spy history,  Fridays off for Dubai government workers, and more!Here are this week's good vibes:Pay, Finally, Catches the Pom-PomsJersey Says: Show Us the MoneySpyglass Ceiling: Shattered at LastThe World's Most Inclusive GymDubai Ditches Fridays (For Some)Good Vibes to Go: Bernadette's GVTG: Laugh a little! Check out Atsuko Okatsuka's new standup special, Father, on Hulu. Julian's GVTG: Life advice…”You don't have to be one to stand with." That means it doesn't have to be your lived experience to stand with somebody else who has a different lived experience. If somebody is in another lane and doesn't mean that you can't step out of your lane to be able to provide support for them. It doesn't rob me of my authenticity to be able to stand with somebody who has a different story than me. And it doesn't undermine my support because I do.Read the Stories.Connect with Julian Newman or his website. Check out his book Beautiful Together! Subscribe to the 5 Things newsletter.Watch the show on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

John Maytham speaks to Dianne Auld, compensation specialist and founder of Auld Compensation Consulting, to unpack how pay transparency is unfolding in the US, UK, and Europe — and what it could look like here at home, in South Africa. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

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. 

Summary: In this podcast episode, Rhona Pierce interviews Cynthia Abbot Kerr, founder and CEO of WellPay AI, discussing her journey in the compensation industry, the complexities of pay transparency, and the impact of AI on compensation strategies. Cynthia shares insights on the importance of transparency in pay, the challenges of decision fatigue in compensation, and her transition from HR executive to entrepreneur. The conversation highlights the evolving landscape of compensation and the role of technology in shaping future strategies.Takeaways:TakeawaysHer early career experiences sparked Cynthia's passion for compensation.WellPay AI aims to simplify compensation strategies using technology.Compensation is often misunderstood as an easy process, but it is complex.Pay transparency is becoming essential in modern workplaces.AI can significantly speed up compensation processes and decision-making.The human element in compensation decisions is crucial.Companies need to embrace pay transparency to build trust.Cynthia emphasizes the importance of educating employees about pay structures.Entrepreneurship changes how people perceive and interact with you.Ignoring naysayers can lead to success in business.Chapters:00:00 Introduction to WellPay AI and the Podcast01:53 Cynthia's Journey in Compensation and Technology06:01 The Complexity of Compensation and Pay Transparency12:06 AI's Impact on Compensation Strategies14:58 Transitioning from HR Executive to Entrepreneur18:54 Lessons Learned as a Founder    

The EU Pay Transparency Directive will introduce gender pay gap reporting obligations across the EU. It also introduces pay assessments, as well as other measures to increase pay transparency in recruitment and in the workplace. The Directive aims to ensure equal pay between men and women for equal work or work of equal value. The Directive applies to people working in the EU, irrespective of where their organisation is headquartered. Listen in as we discuss the timeline of the Directive, applicability, key requirements and more. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Simon Söderholm (email) (Advokatfirman Vinge / Sweden)Guest Speakers: Ailie Murray (email) (Travers Smith LLP / England & Wales), Katarzyna Komolibio (email) (Miller Canfield / Poland) & Laure Hosni (email) (August Debouzy / France)Support the showRegister on the ELA website here to receive email invitations to future programs.

When we talk about workplace culture, we often focus on perks—remote work, flexible schedules, and ping-pong tables in the breakroom. But underneath it all, there's something far more consequential that speaks volumes about what an organization truly values: how openly it talks about pay.Pay transparency has moved from taboo to table stakes. As new laws roll out for us in Mass... and in states beyond... and as employee expectations evolve, you might be feeling pressure to adapt policies, retrain managers, and communicate with clarity—all while maintaining fairness, trust, and compliance. It's no longer about being reactive; it's about being strategic.To help us navigate this changing landscape, we're welcoming back Kyle Pardo, friend of the show and Executive Director at AIM HR Solutions. With over two decades of experience supporting organizations through HR transformation—especially around compensation, compliance, and culture—Kyle is the person we turn to when we need to learn how to make these difficult conversations practical and she's back with us today to unpack the realities of pay transparency, from practical implementation to culture change. AIM members can reach the HR Helpline at 800-470-6277, online, or via email at helpline@aimnet.org for inquiries Monday through Friday from 8:30 a.m. – 5:00 p.m. (EST). Email requests will be responded to within 24 hours. 

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/

This week, Carmen sits down with Matt McFarlane, former Senior Director of People Experience at Oyster and now the founder of FNDN (Foundation)—a consultancy dedicated to helping startups and tech companies master their pay practices. As a thought leader in compensation strategies and pay transparency, Matt brings invaluable insights to one of the workplace's biggest challenges. In this episode, Matt and Carmen dive into crafting compensation strategies that align with your company's vision, building a rock-solid compensation philosophy, and navigating the tricky waters of pay transparency in a global, competitive job market. Tune in to discover why pay is about so much more than just numbers!This podcast episode was produced by Quill.

Pay transparency—openly sharing salary ranges and compensation practices—has been gaining traction in both private and public sectors. But how does this shift impact employee morale? The answer: it depends on how it's implemented.New pay transparency laws are shining a light on compensation—but they're also exposing workplace tensions that many leaders aren't prepared to manage. When employees discover salary discrepancies, it can spark resentment, disengagement, and internal conflict.Richard Birke, Chief Architect of JAMS Pathways, joins the podcast to discuss how organizations can promote trust and transparency while preventing conflict from undermining culture and morale. Hosted on Acast. See acast.com/privacy for more information.

In this episode of WAIT. HOLD UP...WHAT?, host Dawne Hanks sits down with Zhou Fang, a journalist with a unique perspective on navigating privilege, gender, and success across two cultures. Zhou's journey from growing up in a STEM-heavy family in China to transitioning into journalism in the U.S. offers invaluable insights into the complexities of being an immigrant in the workplace.Zhou reflects on how she initially believed in the myth of the American Dream—thinking that working hard and keeping her head down would be enough to "make it." But as she entered the tech and compliance industries, the realities of privilege, networking, and identity began to surface. Zhou shares her experiences of being told to “smile more” in performance reviews and being constantly assumed to be junior due to her age, gender, and immigrant status. At 30, she found herself grappling with how to break through these biases.The conversation also touches on the gender pay gap and why pay transparency is essential for achieving real equity in the workplace. Zhou explains how, without transparency, it's nearly impossible to assess whether pay is equitable, especially when employees can't compare their salaries with their peers. This lack of visibility leads to confusion and frustration, making it difficult for anyone to determine if they're being fairly compensated.Throughout the episode, Zhou emphasizes how the fight for women's financial equality is often slow and invisible. The intersectionality of her immigrant status, gender, and age plays a major role in the challenges she faces. This conversation provides a candid and insightful look into the obstacles women face in industries that undervalue them and underscores the importance of transparency in creating a more equitable future.This episode offers a powerful conversation about navigating the realities of being a woman of color in a biased workplace and the need for real pay transparency. Tune in to hear Zhou's perspective and why these issues matter now more than ever.

In this episode, Traci Chernoff welcomes back Rameez Kaleem to discuss the critical topic of pay transparency. Together, Traci and Rameez explore what pay transparency means, its importance in fostering trust within organizations, and the current trends in salary increases amidst inflation. Rameez shares insights from the Global Salary Planning Report, where he highlights the challenges organizations face in maintaining pay equity and the necessity of establishing clear pay principles.On top of that, they also delve into the gender pay gap and the significance of salary ranges in promoting fairness and transparency in compensation practices.Chapters00:00 Introduction to Pay Transparency02:56 Understanding Pay Transparency06:02 Global Salary Trends and Inflation09:02 The Role of Pay Transparency in Organizations11:58 Establishing Pay Principles and Processes15:00 Addressing Pay Equity and Gender Pay Gap17:53 The Importance of Salary Ranges20:53 Challenges in Pay Transparency24:09 Conclusion and ResourcesAbout Our Guest: Rameez Kaleem is the founder and managing director at 3R Strategy, an independent reward consultancy dedicated to helping organizations build a culture of trust through pay transparency. He graduated in economics from University College in London and had various in-house reward consultancy roles before founding 3R Strategy. 3R Strategy supports organizations on their journey to pay transparency, covering rewards transparency, job evaluation and architecture, pay structure design, and equal pay.Connect with Rameez Kaleem here:Website: https://3r-strategy.com/Follow Rameez on LinkedIn: https://uk.linkedin.com/in/rameezkaleem Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this deep dive on Understanding Global Salary Trends. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this week's episode of the ArtTactic Podcast, host Adam Green is joined by Rosie Allan, Managing Partner at Sophie Macpherson Ltd, the leading recruitment firm for the global art market. Together, they unpack findings from the newly released SML Art Market Talent Report 2025, produced in collaboration with ArtTactic. They discuss how macroeconomic uncertainty is shaping hiring trends, the push for greater pay transparency, and the most valuable skills for advancing in today's art world. Rosie also shares advice for young professionals hoping to land their first role, and what employers are really looking for in candidates.

In this episode of Zero to CEO, I speak with independent compensation consultant Scott Trumpolt about growth-driven compensation strategies for startups and business leaders. We explore how a company's compensation philosophy impacts its success and evolves over time, highlighting the importance of building flexibility into pay structures. Scott shares insights on market-based pay, the balance between fixed and variable compensation, and how to link salaries to career architecture and job classification systems. We also discuss pay transparency methods and the key principles behind an effective compensation strategy. Tune in to learn how to design a pay system that supports business growth while attracting and retaining top talent.

In this episode of "Comp & Coffee," Ruth Thomas is joined by Lulu Seikaly, our senior corporate attorney and pay transparency expert at Payscale, to unravel the complexities of pay transparency trends and legislation. With new laws continually emerging, the duo explores what this shift means for organizations, employees, and the future of compensation practices. This episode is packed with insights on compliance, the growing importance of trust in pay practices, and practical steps companies can take to effectively navigate these changes. Key Highlights Overview of the latest pay transparency legislation in the U.S. and Europe, including specific state and country initiatives. Discussion on the misconceptions and challenges organizations face regarding pay transparency and how to overcome them. The importance of internal pay equity checks and getting organizational structures in order before posting salary ranges. Best practices for building trust through transparency and its impact on employee retention and satisfaction. Upcoming trends and potential legal challenges in the pay transparency landscape, including increased focus on pay communication and equity audits. Quotes "The term pay transparency kind of has this notion that you have to show off your salaries that everyone makes within the company. But... they don't require employers to post everyone's salary for the world to see." – Lulu Seikaly "Once an employee understands why they're being paid, the way they're paid makes those ideas dissipate." – Lulu Seikaly "If your employees trust you, then they will be more engaged, they are more likely to stay with you, and they are more likely to be productive." – Ruth Thomas References 2025 HR Predictions Guide: https://www.payscale.com/research-and-insights/2024-end-of-year-report/#module-19* January Legislative Lowdown: https://www.payscale.com/compensation-trends/the-legislative-lowdown-january-2025/* Webinar: https://www.payscale.com/research-and-insights/how-to-prepare-for-pay-transparency-in-2025-webinar-on-demand/

A recent article warns about how the stock market is turning into a casino for many Americans. If you must trade individual stocks, know the hazards, which include capital gains tax. Also today - It's about to get easier to tell if you are being compensated fairly at work. How new state statutes can work to your advantage. Trading & Betting Addiction: Segment 1 Ask Clark: Segment 2 New Job Listing Laws: Segment 3 Ask Clark: Segment 4 Mentioned on the show: More Men Are Addicted to the ‘Crack Cocaine' of the Stock Market - WSJ How To Open a Roth IRA 5 Steps To Getting a Good Deal on a Hotel Room How Long Should I Save Pictures of My Car Rental? Most Americans Feel Good About Their Job Security but Not Their Pay New laws are coming for job listings. Many employers aren't prepared Credit Card Car Rental Insurance: What You Need To Know Is Chase Sapphire Reserve® Worth It in 2024? Capital One Venture X Rewards Credit Card: 6 Things To Know The Platinum Card® from American Express Review 2024: Is It Worth It? How To Choose the Best Charities for Your Donations Clark.com resources Episode transcripts Community.Clark.com / Ask Clark Clark.com daily money newsletter Consumer Action Center Free Helpline: 636-492-5275 APELLA WEALTH - Advice For Life Learn more about your ad choices: megaphone.fm/adchoices Learn more about your ad choices. Visit megaphone.fm/adchoices