Podcasts about pay transparency

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

Step inside a candid conversation that unpacks the high-stakes world of Pay Transparency—where trust, power, and reputations hang in the balance.   Join our host, Shabana in talks with our guest, Debolina Bhattacharya, a Senior Talent Acquisition Manager from BETSOL, as they peel back the layers of what it really takes to open the books on compensation without triggering chaos.   From bold company experiments to hidden fears and game-changing strategies, this episode of the Vantage HR Influencers Podcast reveals why the future of fair pay is both a challenge and an opportunity you can't afford to ignore. Prepare to rethink everything you thought you knew about compensation transparency.

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...

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.

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.

The government has recently announced that Te Pūkenga is set to return to ‘regional governance,' re-establishing 10 polytechnics that were merged under the previous Labour-led government. For our weekly catch up with the ACT Party, News and Editorial Director and Monday Wire Host, Joel, spoke to MP Simon Court about these developments with Te Pūkenga. They also discussed Labour MP, Camilla Belich's member's bill — the Employment Relations (Employee Remuneration Disclosure) Amendment Bill, passing its second reading. In the government, National are in support of the bill, however, New Zealand First, and ACT, are not. We discussed why ACT are not supportive of the bill, despite their coalition partner, National, being in support. But first, they discussed the re-establishment of the 10 polytechnics that were previously merged under Te Pūkenga.

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.

Sumayyah Emeh-Edu (she/her) from Embedded Consulting and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week our conversation is about equality in aisle five, Harvard holding its ground, billion-dollar frontline brilliance—and more!Here are this week's good vibes:Love Locked In, Court Be Damned​Harvard to Trump: Not Your CampusColor Blindness? Read Between the LinesFifteen Percent and Going StrongFrontline Ideas, Billion-Dollar ImpactGood Vibes to Go: Bernadette's GVTG: I've recently re-watched Wanda Sykes' last two Netflix standup specials. She will make you laugh and make you think….my favorite kind of comic. Watch and enjoy!Sumayyah's GVTG: Take care of yourself this Mental Health Awareness Month! Find joy, find connection, put the phone down. Look for the love.Read the Stories.Connect with Sumayyah Emeh-Edu.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/

In this episode of Hiring to Firing, hosts Tracey Diamond and Emily Schifter explore the classic movie 9 to 5 and its critique of workplace inequities. Joined by wage and hour reporter Daniela Porat from Law360, they share insights on the evolution of wage and hour laws, pay transparency, salary history bans, and the ongoing fight for gender equality in the workplace. Tune in for a thought-provoking discussion on workplace equality and practical tips to help employers comply and keep up with the ever-changing legal landscape in this area.

In dieser Podcast-Episode ist die erfahrene People &Culture Managerin und Gründerin von FairEqualSolutions, Martina Ernst, zu Gast. Gemeinsam erörtern wir die wichtigsten Aspekte rund um die EU-Direktive zur Lohntransparenz. Die Highlights der Direktive: · Lohn und Gehaltsinformationen müssen veröffentlicht werden · Maßnahmen müssen ergriffen werden, wenn der Gender Pay Gap größer als 5% ist- wenn sie das nicht tun, drohen Sanktionen· Es geht um Transparenz für Arbeitssuchende & um Auskunftsrecht für die Mitarbeitenden Ein Thema, das derzeit vorallem HR und für Führungskräfte beschäftigt , aber in Zukunft auch für Mitarbeiter:innen Veränderungen bringen wird. Mehr über Martina und ihre Arbeit erfahrt ihr hier: https://www.fairequalsolutions.com/ Mit Martina Ernst habe ich bereits eine Folge zur Gehaltsverhandlung sowie auch zu Fair Pay und Benefits aufgenommen (Folge 39 und 136) Du hast eine spannende Lebensgeschichte, die du mit mir und meiner Community teilen willst? Dann schreib mir eine Mail an: lebenswegepodcast@gmail.com Teil mir auch gerne dein Feedback und Wünsche für neue Interview Gäste, die du gerne hören würdest: https://www.facebook.com/Lebenswege-Podcast-103348588053385 https://www.linkedin.com/in/andreadomenig/ https://www.instagram.com/andrea_domenig/ Intro: Walk Around by Roa https://soundcloud.com/roa_music1031 Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/walk-around-roa Music promoted by Audio Library https://youtu.be/BimtUhUirnw

From next year, a new EU directive on pay transparency is set to come into force in June, where employers will no longer be able to ask job candidates about their current salary.And, when advertising job vacancies, employers will have to give a range.Is this a step in the right direction?Do we need greater pay transparency?Joining Andrea to discuss is Columnist with the Irish independent Mary McCarthy, Louisa Meehan from Woodview HRM, Professor of Sociology, Trinity College Dublin Richard Layte and listeners.

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.

This week's guests are Keota and K.L.O In this episode, we break down how each of them got started with music—from Keota diving into electronic production at 15 “as a joke” to K.L.O's obsession with turntablism. They also share the story of their first performances, their biggest festival inspirations (like that legendary infrasound “swamp” year), and the gear and techniques that define their signature sounds. We get candid about the music industry, talking pay transparency, headliner vs. opener fees, and how Keota once organized a show where everyone anonymously voted on how to split the entire budget. K.L.O updates us on his longtime collaborator Mike (Osmetic) from Colony Productions—who's currently recovering from a serious medical procedure—and how their community is coming together to support him. The Manifesto https://keota-tunes.net/manifesto https://keota-tunes.net/manifesto-2

In this enlightening episode, Wendy Sellers, The HR Lady, engages with Rameez Kaleem,, Founder and CEO of 3R Strategy, to delve into the significance of pay transparency in shaping organizational culture. Rameez shares his extensive experience in the field of rewards and highlights the critical need for clear communication around pay practices. The discussion covers challenges faced by HR professionals in advocating for transparency, the benefits of aligning pay strategies with company values, and the positive impact on employee retention and business outcomes. Explore the importance of pay transparency in attracting candidates, particularly Gen Z, and how organizations can make a case for its business value to their leadership teams. The conversation also touches upon global trends in pay budgets and offers insights into what businesses should prioritize to stay competitive. Tune in to learn how transparent pay strategies can not only enhance trust but also reinforce a cohesive workplace culture. Be sure to connect with Rameez on LinkedIn and submit your information to his confidential Reward Pulse Survey:  What was/is your planned pay increase % for 2025? You will get the global results shared with you! Pay Reward Increase -Pulse Survey https://threerstrategy.qualtrics.com/jfe/form/SV_8iihIW9EHqyAAGW?Source=HRPodcast 

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/

Hannah Williams is the creator and host of Salary Transparent Street, a social media interview series that asks people to share their job title and salary. In this episode, Hannah talks about her passion for salary transparency, learning to be a content creator, and some of the free tools she's created to help more people understand how much they could and should be making. Guest BioHannah Williams is a 27-year-old content creator and former senior data analyst tackling a major issue: salary transparency. In her viral street interview series, Salary Transparent Street, Hannah interviews strangers about their salaries to combat discriminatory tendencies in employment, normalize pay transparency, and close pay gaps. In 2 years, her interviews have achieved over 1 billion views, her account has gained nearly 3M followers across TikTok, Instagram, and YouTube, and her business has grossed over $1M. She's testified in support of pay transparency bills in Maryland, Virginia, and Washington, DC. In 2024, she was named a Forbes 30 Under 30 recipient.Social MediaFollow Salary Transparency on… TikTokInstagramYouTubeRate and SubscribeBe sure to subscribe to The Rough Draft on Spotify, Apple, or anywhere you get your podcasts in order to stay up to date with the latest episodes.Follow Rev and The Rough Draft on Instagram, LinkedIn and XThe Rough Draft is produced by Rev, and releases a new episode every Tuesday & Thursday.Additional Resources Check out Hannah's free guides for market research and salary negotiation. Browse the salary database at SalaryTransparentStreet.com Browse the job board Mentioned in this episode:Rev.com

Hannah Williams is the creator and host of Salary Transparent Street, a social media interview series that asks people to share their job title and salary. After interviewing hundreds of people about their salaries, she created a slew of free resources (including a salary database and guides on doing market research) to create even more salary transparency. Guest BioHannah Williams is a 27-year-old content creator and former senior data analyst tackling a major issue: salary transparency. In her viral street interview series, Salary Transparent Street, Hannah interviews strangers about their salaries to combat discriminatory tendencies in employment, normalize pay transparency, and close pay gaps. In 2 years, her interviews have achieved over 1 billion views, her account has gained nearly 3M followers across TikTok, Instagram, and YouTube, and her business has grossed over $1M. She's testified in support of pay transparency bills in Maryland, Virginia, and Washington, DC. In 2024, she was named a Forbes 30 Under 30 recipient.Social MediaFollow Salary Transparency on… TikTokInstagramYouTubeRate and SubscribeBe sure to subscribe to The Rough Draft on Spotify, Apple, or anywhere you get your podcasts in order to stay up to date with the latest episodes.Follow Rev and The Rough Draft on Instagram, LinkedIn and XThe Rough Draft is produced by Rev, and releases a new episode every Tuesday & Thursday.Additional ResourcesCheck out Hannah's free guides for market research and salary negotiation. Browse the salary database at SalaryTransparentStreet.comBrowse the job board Mentioned in this episode:Rev.com

The Rapidly-Evolving Landscape of Employment Law in 2025 (Litigators Lounge, Episode 13) In this episode of Litigators Lounge, hosts Jackie Voronov and Shylie Bannon discuss the major shifts in employment law for 2025. They tackle critical topics including the surge in pay transparency laws, the implications of AI in hiring, the rollback of the Department of […]

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

Amid the devastation of the wildfires in California comes the positive that employers can help employees victimized by the natural disaster by covering certain out-of-pocket expenses and earning a tax break or encouraging leave banks for colleagues to donate unused paid leave to help those during recovery. Gene Marks also shares news about the continued leveling off of hourly earnings and other details from the Paychex Small Business Employment Watch. Plus, businesses in the 14 states should understand their pay transparency requirements and Gene makes a suggestion for those in states without a law. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Amy Snerison, Equal Pay Manager of the Illinois Department of Labor, joins Lisa Dent to talk about new labor laws coming in 2025. Of the many changes, pay transparency is one of the major changes and Amy goes into detail about the change and how it can affect employees throughout Illinois

Women who work full time earn, on average, 83.6 cents for every dollar men do. When factoring in race, women of color earn even less on the dollar. To address this persistent gender wage gap, lawmakers amended the Illinois' Equal Pay Act to make the job application process more transparent. Reset spoke with Sharmili Majmudar, Executive Vice President of Policy, Programs, and Research for Women Employed and Kathryn O'Connor, HR Source's Director of Compensation about how this could affect salaried and hourly employees, and the adjustments employers will have to make. For a full archive of Reset interviews, head over to wbez.org/reset.

In this episode, Michel Falcon, a hospitality and restaurant entrepreneur known for his operational expertise, shares his journey from working in a call center for 1-800-GOT-JUNK to opening successful restaurants in Toronto and New York. He discusses key concepts like talent density and pay transparency and how they impact organizational success. Michel emphasizes the importance of a people-first culture and transparent compensation, explaining how these strategies have led to lower employee turnover and higher engagement in his businesses. The conversation highlights Michel's practical initiatives and insights that can be applied across various industries. Episode Highlights: 07:40 The Birth of Brasa Peruvian Kitchen 13:45 Navigating Challenges and Embracing Risk 18:50 The Importance of Company Culture and Customer Experience 25:26 People-First Culture Initiatives at Brasa 34:02 Pay Transparency and Its Benefits Michel Falcon is a hospitality entrepreneur, keynote speaker, and best-selling author of People-First Culture: Build a Lasting Business by Shifting Your Focus from Profits to People. Renowned for creating customer experience, employee engagement, and company culture strategies, Michel’s expertise has guided global brands like McDonald’s, TD Bank, and Lexus. As the founder of Brasa Peruvian Kitchen, he has achieved guest and employee satisfaction rates three times the industry average. A proven practitioner, Michel’s insights have driven multimillion-dollar success in his own ventures, making him a trusted voice for leaders seeking to build profitable, people-centered organizations. How to connect with Michel: Website: www.brasaperuvian.com LinkedIn: https://www.linkedin.com/in/michelfalcon/Facebook: https://www.facebook.com/profile.php?id=100017824532830Instagram: https://www.instagram.com/michelfalcon/?hl=en For more insights: Follow me on my YouTube Channel: https://bit.ly/47GgMdn Sign up for my Weekly Newsletter: https://bit.ly/3T09kVc Sign up for my LinkedIn Newsletter: https://bit.ly/49SmRV3See omnystudio.com/listener for privacy information.

In this episode of The Influence Factor, host Alessandro Bogliari interviews Raja Rajamannar, Chief Marketing and Communications Officer of Mastercard. They discuss Raja's concept of "Quantum Marketing" and explore the evolution of marketing over the past two decades. Raja shares insights on the impact of AI, the importance of trust in modern marketing, and how brands can appeal to younger generations. He emphasizes the balance between leveraging new technologies and maintaining human creativity. Raja also highlights emerging technologies that will reshape marketing and stresses the importance of continuous learning and ethical practices for marketers to succeed in a rapidly changing landscape.

In this episode of The Influence Factor, host Alessandro Bogliari interviews Tiffany Hardin, Founder and CEO of Gild Creative Group. They discuss her journey in influencer marketing and the significance of sustainability in the industry. Tiffany emphasizes that creators should have a clear vision, establish solid operational structures, and prioritize financial management. She advises influencers to consider the overall value and benefits of partnerships when negotiating prices. For brands, she highlights the importance of creating a supportive environment for creators and being clear about goals and KPIs. Tiffany believes the future of influencer marketing hinges on creators' commitment to their craft and the human connection brands bring to the relationship.

Today's agenda:  Listener Bestie story Cringe corporate speak: Thought Leader Hot topic: All things pay transparency What does it look like? Consequences, consequences... Pay disparity Pay transparency can benefit the organization Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at https://www.hrbesties.com. Follow your Besties across the socials and check out our resumes here: https://www.hrbesties.com/about.  We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! https://www.tiktok.com/@hrmanifesto https://www.instagram.com/hrmanifesto https://www.hrmanifesto.com Follow Bestie Ashley! https://www.tiktok.com/@managermethod  https://www.instagram.com/managermethod https://www.linkedin.com/in/ashleyherd/ https://managermethod.com Follow Bestie Jamie! https://www.millennialmisery.com/ Humorous Resources: Instagram • YouTube • Threads • Facebook • X Millennial Misery: Instagram • Threads • Facebook • X Horrendous HR: Instagram • Threads • Facebook Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

So you want to help people? That's great — but beware the law of unintended consequences. Three stories from the modern workplace.  SOURCES:Joshua Angrist, professor of economics at the Massachusetts Institute of Technology.Zoe Cullen, professor of business administration at Harvard Business School.Marina Gertsberg, senior lecturer in finance at the University of Melbourne. RESOURCES:"Is Pay Transparency Good?" by Zoë Cullen (Journal of Economic Perspectives, 2024)."DP18969 Economics Coauthorships in the Aftermath of MeToo," by Noriko Amano-Patino, Elisa Faraglia, and Chryssi Giannitsarou (CEPR Discussion Paper, 2024)."The Underground Economy of Company Reviews," by Shikhar Sachdev (Career Fair, 2023)."Why Did Gender Wage Convergence in the United States Stall?" by Peter Q. Blair and Benjamin Posmanick (NBER Working Paper, 2023)."The Unintended Consequences of #MeToo: Evidence from Research Collaborations," by Marina Gertsberg (SSRN, 2022)."Outsourcing Tasks Online: Matching Supply and Demand on Peer-to-Peer Internet Platforms," by Zoë Cullen and Chiara Farronato (Management Science, 2021)."Equilibrium Effects of Pay Transparency," by Zoe B. Cullen and Bobak Pakzad-Hurson (NBER Working Paper, 2021)."How Much Does Your Boss Make? The Effects of Salary Comparisons," by Zoë Cullen and Ricardo Perez-Truglia (NBER Working Paper, 2018)."Wall Street Rule for the #MeToo Era: Avoid Women at All Cost," by Gillian Tan and Katia Porzecanski (Bloomberg, 2018)."A Comprehensive Analysis of the Effects of US Disability Discrimination Laws on the Employment of the Disabled Population," by Patrick Button, Philip Armour, and Simon Hollands (NBER Working Paper, 2016)."Consequences of Employment Protection? The Case of the Americans with Disabilities Act," by Daron Acemoglu and Joshua Angrist (Journal of Political Economy, 2001).