All About HR - Ep#2.8 - Talking salary transparency with the Evil HR Lady

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Күн бұрын

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Welcome to another exciting episode of All About HR! This is the series for HR Professionals and business leaders who want to future-proof their organization and learn about the latest trends & insights from industry experts, CHROs, and thought leaders. 🚀
Why is salary transparency a must for successful organizations? 🔎 In this episode of All About HR season 2, we sit down with Suzanne Lucas - also known as the Evil HR Lady - to talk about pay transparency in the age of remote work and the Great Reshuffle.💰
Suzanne is a passionate HR consultant, coach, writer, and speaker who makes resumes better, makes conferences sparkle, and makes websites attract HR experts. 💪
In this episode, we’ll discuss:
👉 The reason talking about salaries is still a taboo
👉 How to strike a balance between keeping costs low and paying fair salaries
👉 The impact of legislation on salary transparency
Watch the full episode to discover how you can help your organization build a well-structured salary policy to win the war for talent! 🏆
0:00 - Snippet: Salary transparency; a step in the right direction
0:36 - Introduction
2:34 - Why talking about salary remains a taboo
6:02 - Why many companies find it hard to be transparent about salaries
8:42 - The lack of a well-structured salary policy
10:03 - The (non) sense of salary negotiation
11:28 - Opening up about salaries can be like opening Pandora’s box
13:12 - A candidate’s responsibility to know their market rate
16:08 - Balancing between keeping costs low and paying fair salaries
18:38 - Turnover costs vs. payroll costs
20:00 - How much impact can legislation really have on salary transparency?
22:31 - The issue(s) with gender pay gap data
26:02 - HR’s role in greater salary transparency: How to get started
27:42 - Remote work and salary policies
31:07 - Now is the perfect time to rethink salary transparency
33:03- The biggest cliché about HR is that they always take the side of the manager
33:56 - Epic win and epic fail
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#AllAboutHR #AIHR #PayTransparency

Пікірлер: 8

@jasonwong1358 2 жыл бұрын

Interesting topic! I think is crucial for top management/director/C level to understand the best way for people to perform sometime is to keep money out of the table. If your people continue struggling financially... they can't perform to their natural best, of course one of EVP is provide equal opportunities, provide clear career pathway and development and providing resources for the people to succeed, if the people succeed so does the organisation

@AIHRAcademytoInnovateHR 2 жыл бұрын

Thank you for your insights, Jason!

@kumadori3405 2 жыл бұрын

As a talent acquisition lead, I always love the idea of pay equality and salary transparency, but sadly our company aren't allow us to actually gave those information to the candidate. Sure after a while the idea of wasting my time trying to interview a candidate that doesn't even match our salary range but I have to do it anyway because my manager is the one that always right became much more tolerable, but the idea that I have to negotiate salary as low as possible so we as and HR team can look good even though we actually still have the budget for their expected salary is really devastating! And the most frustrated part is I came from third world country, where pay equality and salary transparency doesn't exist. Gosh darn it.

@AIHRAcademytoInnovateHR 2 жыл бұрын

Hi Kuma, Thank you very much for sharing your experience. What a shame that you aren’t happy with the way things go from a salary transparency perspective in your current company. As a talent acquisition professional, you can find yourself in a bit of a rough spot if the company’s policy doesn’t fully align with the way you see things, that’s for sure. Unfortunately, if you’ve tried talking about this with your manager and/or other colleagues there probably isn’t much you can do unless you’re willing to take drastic measures (such as changing jobs).

@kojak7079 2 жыл бұрын

Well salary differential cross regions/countries is not such big equity violation if you take different tax rates (even within one country like us) and cost of living. Is it? I wonder what will be the cost to us and eu economies to put all employees in multinational companies at the same “global” pay range? What if all production workers in Asia, China, Eastern Europe and Africa will get as much as, let say, Swiss or German?

@AIHRAcademytoInnovateHR 2 жыл бұрын

Thanks for sharing your thoughts, Alexander! It’s an interesting discussion to have, isn’t it? Yes, taxes and cost of living differ per area, but at the same time, the value that somebody brings to the company doesn’t change overnight simply because they move to a different location. In any case, we believe it’s time for more transparency and an honest conversation about this topic.

@YasFlowers 2 жыл бұрын

I have always dealt with this issue and continue to do so. Pay inequality is painful and very demotivating. As an HR, my leader has been extremely unfair and now we have VP who is even worse. I sometimes feel that this profession is dirty

@AIHRAcademytoInnovateHR 2 жыл бұрын

We’re sorry to hear that you’ve had these kinds of experiences Golden, hopefully, things will change for the better in the future!