登录查看更多内容

How can you ensure that you are not discriminating against candidates during salary negotiations?

由人工智能和领英社区提供技术支持

Salary negotiations are a crucial part of the hiring process, but they can also be a source of potential discrimination and bias. If you are a hiring manager or a recruiter, you need to be aware of the legal and ethical implications of your salary offers and negotiations, and how they can affect the diversity and inclusion of your team. In this article, you will learn some tips and best practices to ensure that you are not discriminating against candidates during salary negotiations, and that you are offering fair and competitive compensation.

此文章中的业界达人

由社区从 6 条内容中精选。了解更多

Fiona Thomas

HR Director | MCIPD | Business Partnering | Change & Transformation | M&A | TUPE | Operational & Strategic HR | OD
Emily McMahon

HR Executive | ???HR Doesn’t Like You | Founder @ CPG HR Collective

1 Know the law

The first step to avoid discrimination in salary negotiations is to know the relevant laws and regulations that apply to your industry, location, and organization. For example, some jurisdictions have laws that prohibit employers from asking candidates about their salary history, or that require employers to disclose the salary range for a position. Other laws protect candidates from discrimination based on their race, gender, age, disability, or other protected characteristics. You should familiarize yourself with these laws and ensure that you comply with them throughout the hiring process.

添加您的观点

Ashley Ortego
举报内容
Best practice is to pull compensation data, including all compensator factors, of the team the new joiner will be working with in order to do an equity review. There is a chance that a tenured employee may need a market increase if you determine the new hire needs to be at a comparatively higher rate in order to achieve fair pay, and thus retention and morale.

已翻译

赞

2 Set a salary range

Before you start negotiating with candidates, you should have a clear and consistent salary range for the position, based on objective criteria such as market data, skills, experience, and performance. This will help you avoid making arbitrary or subjective decisions that could lead to discrimination or unfairness. You should also communicate the salary range to the candidates early in the process, so that they can have realistic expectations and make informed decisions. If you have a flexible or variable salary range, you should explain the factors that determine the final offer, such as education, certifications, or bonuses.

添加您的观点

Fiona Thomas

HR Director | MCIPD | Business Partnering | Change & Transformation | M&A | TUPE | Operational & Strategic HR | OD
举报内容
Outside of advertising the salary range for a role an area of frustration is upon asking a candidate what their last or current salary is. If higher, it is often perceived that the candidate won’t be interested, yet a conversation is rarely had to confirm or deny this assumption. If their salary is lower the assumption can be that the candidate is not at the right level. People take different roles at certain times in their lives for a variety of reasons. We need to stop focusing on the unlimited list of requirements & focus on the demonstrated experience, passion, what additive they might be to the team/org and if they are contribution motivated. Until mindsets are changed I feel that companies miss out on some excellent talent.

已翻译

赞
Ashley Ortego
举报内容
Being that most companies have internal pay inequities, best practice is to perform an internal equity review of the team the new hire will be joining.

已翻译

赞

3 Be transparent and consistent

One of the best ways to prevent discrimination in salary negotiations is to be transparent and consistent with your candidates. This means that you should share the same information, ask the same questions, and follow the same process with all candidates, regardless of their background, identity, or situation. You should also document your salary offers and negotiations, and keep track of the reasons and rationale behind them. This will help you avoid any bias or favoritism, and also provide evidence in case of any disputes or complaints.

添加您的观点

Ashley Ortego
举报内容
When it comes to compensation, you should coach all leadership on how to articulate your compensation methodology. This is most effective within 1-2 sentences.

已翻译

赞

4 Address pay gaps and disparities

Another important aspect of avoiding discrimination in salary negotiations is to address any existing or potential pay gaps or disparities within your organization or team. Pay gaps are the differences in average pay between groups of employees, such as men and women, or white and non-white workers. Pay disparities are the differences in pay between individual employees who perform the same or similar work. Both pay gaps and disparities can be caused by various factors, such as discrimination, negotiation skills, performance reviews, or career progression. You should regularly analyze your pay data and identify any gaps or disparities, and take steps to correct them, such as adjusting salaries, providing training, or promoting diversity and inclusion initiatives.

添加您的观点

Emily McMahon

HR Executive | ???HR Doesn’t Like You | Founder @ CPG HR Collective
举报内容
As part of your compensation philosophy, my recommendation is to eliminate negotiation out of your hiring process. There are many contributing factors to the gender pay gap, but we do know that negotiation is one of them. This requires internal work to ensure pay bands match comp philosophy and you are consistently doing market checks, but you should always be delivering a 'best and final' offer to candidates -- there is no need to play games in the current talent climate. If you are faced with pushback and potentially missing out on a values-aligned candidate, use signing bonuses as a tool (if absolutely necessary). This approach combats introducing pay inequities into a salary band.

已翻译

赞
Ashley Ortego
举报内容
Start with a budget for annual compensation review. Do NOT communicate out to the workforce “across the board” nor “merit.” DO communicate out to the workforce “annual compensation review.” Also, have a formal process for individuals to request a raise; such as verbal talk with their manager with specific amount and reasons why. Then they should send a follow-up request/email to that manager and cc HR to include in their file.

已翻译

赞

5 Respect and support candidates

Finally, you should treat your candidates with respect and support during the salary negotiations. This means that you should listen to their needs and expectations, acknowledge their value and contributions, and respond to their questions and concerns. You should also avoid making lowball offers, pressuring candidates to accept quickly, or using manipulative tactics, such as lying, bluffing, or threatening. You should aim to create a positive and trusting relationship with your candidates, and to reach a mutually beneficial and satisfactory agreement.

添加您的观点

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Salary Negotiations

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can you ensure that you are not discriminating against candidates during salary negotiations?

1

2

3

4

5

6

1 Know the law

2 Set a salary range

3 Be transparent and consistent

4 Address pay gaps and disparities

5 Respect and support candidates

6 Here’s what else to consider

Salary Negotiations

给文章评分

感谢您的反馈

更多Salary Negotiations相关文章

更多相关阅读内容

How can you ensure that you are not discriminating against candidates during salary negotiations?

1

2

3

4

5

6

1 Know the law

2 Set a salary range

3 Be transparent and consistent

4 Address pay gaps and disparities

5 Respect and support candidates

6 Here’s what else to consider

Salary Negotiations

给文章评分

感谢您的反馈

查看其他技能