• HOMES TO INSPIRE | RELAXED GRANDEUR

    Cahn took her model from her former employer, Google, where she was head of sales and saw the benefits of the open system there. Google didn’t publish individual salaries, but made ranges for roles public, so that employees had a solid sense of exactly where they stood in the company: “Everyone had their levels and tangible steps how to get there.”

    It’s worth noting, that Silicon Valley is not a pioneer in this particular area. The Federal Government publishes the salaries of all its employees every year. (There, the government has the added incentive of needing to account for taxpayer dollars.)

    Kara DeFrias, deputy director of 18F, a digital services agency that works within the federal government, finds the lack of transparency at most companies when it comes to salary necessarily complicates the hiring process: “I’ve long been frustrated that HR departments don’t publish salary ranges on job descriptions,” says DeFrias. The obscurity of salary information can set off a “cat and mouse game” when you’re applying for a job: “If you ask too early what the range is, you could look like a jerk; if they ask previous salary or desired pay range first you’re screwed.” DeFrias says she always asks first now when she’s applying for a new job.

  • It’s that time again…

    If there is a catchword that sums up 2015, it must be transparency. Whether it is in reference to Hillary Clinton’s emails: “I am trying to be as transparent as I possibly can.” Or the fact that smartphones and social media have given us a direct view of what it’s like to be a black person in this country dealing with law enforcement officials, we are living in an age where formerly locked doors are being thrown open.

    Let’s take the gender wage gap. It’s widely known that women get paid less than men over the course of their careers; 22 cents less per hour, to be exact. Women are paid even less than that in certain states, and significantly less if you are a woman of color: Hispanic women make 54 percent of white men’s salaries, black women 64 percent.

    The fact that we know this, however, hasn’t resulted in much change: the wage gap has remained the same for more than a decade, and the Equal Pay Act hasn’t been updated in more than 50 years. (Efforts to amend the act are perpetually stalled in Congress.)

  • It’s that time again…

    If there is a catchword that sums up 2015, it must be transparency. Whether it is in reference to Hillary Clinton’s emails: “I am trying to be as transparent as I possibly can.” Or the fact that smartphones and social media have given us a direct view of what it’s like to be a black person in this country dealing with law enforcement officials, we are living in an age where formerly locked doors are being thrown open.

    Let’s take the gender wage gap. It’s widely known that women get paid less than men over the course of their careers; 22 cents less per hour, to be exact. Women are paid even less than that in certain states, and significantly less if you are a woman of color: Hispanic women make 54 percent of white men’s salaries, black women 64 percent.

    The fact that we know this, however, hasn’t resulted in much change: the wage gap has remained the same for more than a decade, and the Equal Pay Act hasn’t been updated in more than 50 years. (Efforts to amend the act are perpetually stalled in Congress.)