Pay Range Transparency Is Critical for Driving Pay Equity

MARCH 2024 | FACT SHEET

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When an employer doesn’t provide job applicants or employees information about the pay for open

job positions, women lose out. The outdated practice of keeping pay secret allows discrimination and

unjustiied pay gaps to lourish and keeps employees from trusting they are paid fairly.

On the other hand, disclosing the pay or pay range for a position may help close gender wage gaps.

Pay range transparency gives job applicants crucial information that can help them negotiate for higher

pay or make more informed choices about which jobs to go after. Transparency around pay ranges also

provides businesses with an opportunity and strong incentive to proactively review and evaluate their

compensation practices and address unjustiied disparities between employees, while helping them

attract and retain talent. Because of this, more and more states are requiring employers to be transparent

about pay ranges in job announcements.

Pay range transparency is crucial for closing wage gaps

Women and people of color face bias at work, which shows up in discriminatory pay and hiring practices

and a market that devalues jobs predominantly held by women—and especially devalues jobs that women

of color are most likely to hold. Secrecy around pay allows these gender and race disparities to often go

unchecked and bias and wage gaps to grow.

The need to close race and gender wage gaps has motivated recent legislative actions to promote

workplace pay transparency. Some states have passed laws to protect workers who discuss pay with

their colleagues from retaliation. While these laws are critically important, putting the onus on individual

workers to share and collect pay information will always be an incomplete solution. Pay range transparency

laws, however, help ensure that all workers can access pay information.

One way that pay range transparency helps women workers is by helping to change negotiating dynamics.

Research shows that pay negotiations are notoriously unfavorable to women, especially women of color:

Women who negotiate pay tend to get turned down more often and end up with less than men who

negotiate. Employers are also more likely to perceive women who negotiate negatively and as aggresive.

Pay Range Transparency Is Critical

for Driving Pay Equity

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When employers negotiate without giving pay range

information to job applicants, applicants are more likely

to rely on their past pay as a negotiation reference point,

which perpetuates existing pay gaps. Given that women

and people of color are typically paid less than white,

non-Hispanic men in the same occupations, they would

have to request a particularly large percentage increase

over their current pay for their request to be on par with

their white, non-Hispanic male counterparts. Indeed, a

recent study found that women of color state dramatically

lower minimum salary requirements than white men, white

women, and men of color.

Fortunately, studies show that when job applicants are

clearly informed about the context for negotiations,

including the types of compensation, beneits, or conditions

that are negotiable, or the typical pay for the position,

gender dierences in negotiation outcomes diminish, which

could help narrow gender wage gaps. Providing applicants

with a pay range that the employer is willing to pay helps

level the negotiating playing ield by giving applicants

important information that can inform an opening oer that

is less tied to their previous pay.

Importantly, requiring employers to post pay ranges in

job announcements that both new applicants and current

employees will see prompts employers to proactively review

and evaluate their compensation practices and address any

unjustiied disparities between employees. And employees

who know how much their employer and other employers

are oering to pay candidates applying for jobs requiring

the same level of skill and experience will also be better able

to evaluate whether they are being paid fairly in their current

jobs. Finally, pay range transparency gives employees

important new information that can allow them to come

together to advocate for fair pay in their workplaces.

States that have enacted laws prohibiting employers from

relying on a job applicant’s salary history to set pay have

seen a reduction in gender pay gaps and increased wages

for women. Existing research suggests that these gains

resulted, at least in part, because a prohibition on reliance

on salary history incentivizes more employers to post wages

in job announcements. Research also suggests that public

pay range transparency may help raise wages for low-paid

workers in particular, as employers gain more information

about the market value of the job and adjust their pay to

attract talent. In addition, a study of Colorado’s pay range

transparency law, which was enacted in 2019 and took

eect in January 2021, found that posted salaries increased

by about 3.6 percent on average following the new law,

suggesting that greater transparency spurs more worker-

friendly pay.

The much narrower wage gap in the public sector—

where agencies typically have transparent and public

pay structures—is further evidence that greater pay

transparency helps reduce wage disparities. Nationally,

women who work full time, year-round are paid 84 cents

for every dollar paid to their male counterparts,

but in the

federal government, where pay rates are publicly available,

women were paid 94 cents for every dollar paid to their

male counterparts.

Union members also experience

a narrower gender wage gap compared to nonunion

members, likely in part because unions help to ensure

transparency around wages—including greater access to

and control over information about salaries—and set pay

scales.

Workers are demanding pay

transparency

Workers deserve more. And many are imagining a new

type of workplace—one in which employers no longer have

a monopoly over information related to pay. A Monster.

com survey found that nearly all workers (98%) believe

companies should include pay ranges in job postings.

Additionally, a study from the Society for Human Resources

Management (SHRM) found that 82% of U.S. workers are

more likely to consider applying to a job if the pay range

was listed in the job posting; 74% of U.S. workers say that

they are less interested in applying to job postings that

do not list a pay range; and 73% of U.S. workers are more

likely to trust organizations that provide pay ranges in job

postings than ones that do not.

Two separate surveys from Robert Half, a human resources

consulting irm, and Glassdoor.com found that workers in

all generations surveyed (Gen Z, Millennials, Gen X, and

Baby Boomers) value pay transparency in their workplaces.

Robert Half’s survey found that workers consider lack

of pay transparency to be one of the top reasons they

would withdraw from being considered for an open role.

Glassdoor found that workers list pay transparency as an

important factor in feeling included in the workplace.

A number of surveys have shown that Gen Z, the newest

generation to enter the workforce, demonstrates the

greatest desire for pay transparency, with some surveys

showing that anywhere from 53% to 85% of Gen Zs say they

are less likely to apply for a job if the company does not

disclose the pay range in the job posting.

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Women of color seem to be placing particular importance

on pay range transparency. Reboot Representation, a

tech industry coalition funded by Melinda French Gates’

Pivotal Ventures, surveyed over 2,000 Black, Latina, and

Native American women and found that the women listed

increasing access to information, including salary ranges,

had one of the most outsized impacts on their ability to join,

stay, or advance at a company.

The women surveyed also

reported that employers could increase the representation

of Black, Latina, and Native American women in tech

if they share salary ranges, which could attract these

underrepresented groups to join, advance, or stay with their

employers.

A growing number of employers are

transparent about pay ranges to their

beneit, but too many still practice pay

secrecy

Many employers are taking notice of the growing demand

for pay range transparency and have begun to share pay

ranges. In certain industries hit hardest by the pandemic,

like fast-food and restaurant industries, the rate of

increase of employers posting pay ranges is signiicant

and promising for the employees in those sectors, who

are disproportionately women and low-paid.

Hiring Lab

found that on their website, the share of job postings with

pay transparency has nearly tripled since February 2020

nationwide and theorized that the share is likely to grow.

Many employers who are sharing pay ranges have beneitted

in the following ways:

• EFFICIENCY GAINS: Transparency about pay ranges helps

employers avoid wasting time interviewing someone who

would not accept the position because the pay doesn’t

align with their expectations.

• BETTER EMPLOYEE RETENTION: Pay range transparency

promotes employee trust and loyalty,

which is good

for employers’ bottom line. A recent survey found that

the perception of pay transparency in the workplace

decreases intent to leave by 30%, which may suggest that

pay transparency can also help retain employees.

• INCREASED QUALIFIED CANDIDATES: A study by SHRM

shows that 70% of organizations that list pay ranges on

job postings experienced more people applying to their

postings and 66% saw an increase in the quality of job

applicants.

65% of organizations also said sharing pay

ranges on job postings makes them more competitive in

attracting top talent.

• OTHER BUSINESS BENEFITS: Research also shows that

including pay ranges in job postings helps reduce online

recruiting costs because it reduces the cost-per-click

(total clicks per job divided by the cost to promote it).

Two academic studies suggest that pay transparency

increases employee productivity; if employees are aware

of how their pay compares to that of their colleagues,

they may be compelled to work harder, thus beneitting

employers with greater productivity.

• SMALL BUSINESS BENEFITS: In Maryland, Well-Paid

Maids, a local business, testiied in front of the state

Senate Finance Committee that they share pay rates for all

posted job opportunities.

Eiciency gains from posting

pay ranges are particularly important to small business

because they often don’t have a human resources team

and thus can’t waste time considering and interviewing

candidates for whom the salary doesn’t align with their

expectations.

Perhaps for these reasons, SHRM found that even when

not required by law, 67% of HR professionals say their

organization voluntarily lists starting pay in their job

postings sometimes, often, or always.

Colorado, the irst state to pass a salary range transparency

law, saw a high compliance rate among its 50 largest

employers right after the law’s passage and nearly two years

later, continues to enjoy high rates of compliance. 99% of

companies who were sent a notice of noncompliance have

come into compliance just after receiving the notice.

Employers usually budget a general amount or range for the

position for which they are hiring. Pay range transparency

laws simply ask employers to share that information with

applicants.

However, there are many employers across the country

that still are not transparent about how much a position

pays. For example, Hiring Lab found that while pay range

transparency rates are rising overall, the growth has been

uneven across state lines and geographic regions.

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States are leading the way in requiring

pay range transparency

An ever-growing list of states have passed or proposed

laws and adopted executive orders requiring pay range

transparency. As a result, as of March 2023, nearly 44.8

million people in the labor force, including 21 million

women, were covered by pay range transparency laws.

recent years, states have proposed two main methods to

promote pay range transparency.

STATES AND LOCALITIES ARE INCREASINGLY REQUIRING

EMPLOYERS TO INCLUDE SALARY RANGES IN JOB

POSTINGS

Several states across the country are requiring employers to

include pay ranges in job postings.

• Colorado became the irst state to require all employers

hiring at least one employee in the state to include

the actual hourly or salary compensation or range for

the position and a description of beneits in every job

posting.

The law also requires an employer to make

reasonable eorts to announce, post, or otherwise

make known to all current employees all opportunities

for promotion. In 2023, Colorado amended its law to

clarify that employers must disclose in good faith the pay

range and a general description of beneits and other

compensation for the job opportunity.

The newest

amendment aims to prevent bad-faith employers from

posting wide, meaningless ranges that hinder workers

from getting useful pay information.

Other states and cities quickly followed Colorado’s lead:

• California passed a law that requires employers with 15

or more employees to include the pay scale for a position

in any job posting. If the employer is advertising the job

through a third party, then the employer must provide

the pay scale to the third party, who must then include it

in the job posting. The new law also requires employers

to provide the pay scale of a position to the employee

currently holding the position, upon request.

Under a

2017 law, California also became the irst state to require

employers of all sizes to provide job applicants with the

pay scale for a position when applicants request it.

• Hawaii passed a pay range transparency bill that requires

employers with 50 or more employees to include an

hourly rate or a salary range in job listings.

The employer

must share a range that reasonably relects the expected

compensation.

• Illinois amended its equal pay law to require employers

with 15 or more employees to include a pay range and a

general description of beneits and other compensation

in their job listings.

If an employer does not post a

position, the bill requires employers to disclose the pay

range and a general description of beneits and other

compensation to a job applicant before discussing pay

and at the applicant’s request. The bill also requires

employers to share opportunities for promotion to all

current employees within 14 days of the employer making

an external posting of the position.

• New York passed a law that requires both employers

with four or more employees and employment agencies

to disclose the pay range and job description when

advertising a job, promotion, or transfer opportunity.

Employers may not refuse to interview, hire, promote,

employ, or otherwise retaliate against a job applicant or

current employee for exercising any rights under the law.

• Washington passed a law requiring employers with

15 or more employees to include salary ranges on

their job postings, as well as a general description of

beneits.

This expands on the state‘s 2019 law requiring

employers to provide the salary range for a position to

employees oered an internal transfer to a new position or

promotion, if the employee requests it.

• Washington, D.C. passed a law that requires employers

to include minimum and maximum projected salary or

hourly pay in all job listings and position descriptions

advertised.

If the employer does not share the minimum

and maximum projected salary or hourly pay, the

prospective employee may ask for it.

• Ithaca, N.Y. passed an ordinance that requires employers

with four or more employees “whose standard work

locations” are in Ithaca to post minimum and maximum

hourly or salary compensation.

• Jersey City, N.J. adopted an ordinance that requires

employers with ive or more employees within Jersey City

to post minimum and maximum salary or hourly wages

that they believe will pay at the time of posting for notices

of employment opportunities, transfers, or promotions.

• New York City, N.Y. enacted an ordinance requiring

employers with more than four employees to include

a salary range for every job, promotion, and transfer

opportunity advertised if the job can be or will be

performed in New York City.

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• Westchester County, N.Y. passed an ordinance requiring

employers with four or more employees to post a

minimum and maximum salary range for each job,

promotion, or transfer opportunity advertised. The pay

range must relect the amount, at the time of the posting,

the employer in good faith believes it would pay.

ADDITIONAL STATES AND CITIES REQUIRE EMPLOYERS

TO PROVIDE THE PAY RANGE AT SOME POINT IN THE

HIRING PROCESS OR THE EMPLOYEE’S TENURE.

Since 2021, many jurisdictions have taken action:

• Connecticut requires employers to disclose salary ranges

to an applicant before an oer of pay is made or at the

applicant’s request, whichever is earlier; to an employee

upon hire and at least annually thereafter; and upon an

employee’s request.

• Maryland requires all employers to provide an applicant

with the salary range for a position upon request.

• Nevada passed a law requiring employers to airmatively

provide the salary range to an applicant who has

completed an interview for a position and to an employee

who has applied and interviewed for a transfer or

promotion and requested the salary range.

• Rhode Island passed legislation requiring all employers to

disclose salary ranges to an applicant upon an applicant’s

request or prior to discussing compensation, and to

an employee at the time of hire, when the employee

moves into a new position, and upon request during their

employment.

• Cincinnati, OH passed an ordinance requiring employers

with 15 or more employees to provide an applicant

with the salary range if the applicant has been given a

conditional oer of employment for the position and upon

request.

• Toledo, OH passed an ordinance that requires employers

to provide an applicant with the salary range for a position

upon request.

Many other states, like Maine and Georgia, have been

working to pass pay range transparency requirements,

understanding their pivotal role in promoting equal pay.

Progress has also occurred at the executive level, with

the Montana governor in 2016 issuing an executive order

providing incentives for state contractors to include salary

ranges in employment listings.

We all have much to gain from pay range transparency,

which is vital to driving pay equity.

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1 Erin Coghlan and Sara Hinkley, “State Policy Strategies for Narrowing the Gender Wage Gap,” Institute for Research on Labor and Employment, Apr. 2018, https://irle.

berkeley.edu/publications/irle-policy-brief/state-policy-strategies-for-narrowing-the-gender-wage-gap/

2 “A Window Into the Wage Gap: What’s Behind it and How to Close it,” National Women’s Law Center, Jan. 2023, https://nwlc.org/resource/wage-gap-

explainer/#:~:text=The%2084%2Dcent%20gender%20wage,median%20earnings%20of%20men%20(of; Erin Coghlan and Sara Hinkley, “State Policy Strategies for

Narrowing the Gender Wage Gap,” Institute for Research on Labor and Employment, April 2018, https://irle.berkeley.edu/publications/irle-policy-brief/state-policy-

strategies-for-narrowing-the-gender-wage-gap/

3 “Combating Punitive Pay Secrecy Policies,” National Women’s Law Center, Feb. 2019, https://nwlc.org/wp-content/uploads/2019/02/Combating-Punitive-Pay-Secrecy-

Policies.pdf; “The Wage Gap: The Who, How, Why, and What to Do,” National Women’s Law Center, Sep. 2021, https://nwlc.org/wp-content/uploads/2021/11/2021-

who-what-why-wage-gap.pdf; Erin Coghlan and Sara Hinkley, “State Policy Strategies for Narrowing the Gender Wage Gap,” Institute for Research on Labor and

Employment, Apr. 2018, https://irle.berkeley.edu/publications/irle-policy-brief/state-policy-strategies-for-narrowing-the-gender-wage-gap/

4 Kray, Laura, Jessica Kennedy, and Margaret Lee. “Now, Women Do Ask: A Call to Update Beliefs about the Gender Pay Gap.” Academy of Management Discoveries ja

(2023), https://doi.org/10.5465/amd.2022.0021.

5 Bowles, H. R., Babcock, L., & Lai, L. 2007. “Social incentives for gender dierences in the propensity to initiate negotiations: Sometimes it does hurt to ask.”

Organizational Behavior and Human Decision Processes 103(1): 84-103.

6 Kim Elsesser, “Women of Color Set Lower Salary Requirements Than White Men, According to Job Search Site,” Fe. 2023, Forbes, https://www.forbes.com/sites/

kimelsesser/2023/02/06/women-of-color-set-lower-salary-requirements-than-white-men-according-to-job-search-site/?sh=3231d869454d; “Revealed: Gender and

Race Pay Gaps are Widening at an Alarming Rate,” Feb. 2023, Otta, https://employers.otta.com/blog/gender-race-salary-gaps

7 Andreas Leibbrandt and John A. List, “Do Women Avoid Salary Negotiations? Evidence From A Large-Scale Natural Field Experiment,” National Bureau of Economic

Research, November 2012 https://www.nber.org/papers/w18511; see, e.g., Maria Recalde and Lise Vesterlund, “Gender Dierences in Negotiation and Policy for

Improvement,” National Bureau of Economic Research, December 2020, https://www.nber.org/papers/w28183; Hannah Riley Bowles et al., “When Gender Matters

in Organizational Negotiations,” 2022, https://www.annualreviews.org/doi/abs/10.1146/annurev-orgpsych-012420-055523#:~:text=Abstract,in%20negotiation%20

vary%20across%20situations; see J Jennifer E. Dannals et al., “The Dynamics of Gender and Alternatives in Negotiation,” American Psychological Association, 2021,

https://psycnet.apa.org/record/2021-03654-001; Erin Coghlan and Sara Hinkley, “State Policy Strategies for Narrowing the Gender Wage Gap,” Institute for Research

on Labor and Employment, Apr. 2018, https://irle.berkeley.edu/publications/irle-policy-brief/state-policy-strategies-for-narrowing-the-gender-wage-gap/

8 Sourav Sinha, “Salary History Ban: Gender Pay Gap and Spillover Eects,” 2019, https://doi.org/10.2139/ssrn.3458194; James E. Bessen et al., “Perpetuating Inequality:

What Salary History Bans Reveal About Wages,” June 2020, https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3628729

9 Zoe Cullen, “Is Pay Transparency Good?” 2023, https://www.hbs.edu/faculty/Pages/item.aspx?num=63443.

10 David Arnold, et al., “The Impact of Pay Transparency in Job Postings on the Labor Market,” Aug. 2022, https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4186234

11 A Window Into the Wage Gap: What’s Behind it and How to Close it,” National Women’s Law Center, Jan. 2023, https://nwlc.org/resource/wage-gap-

explainer/#:~:text=The%2084%2Dcent%20gender%20wage,median%20earnings%20of%20men%20(of (While the wage gap is for all women is 84 cents for every

dollar paid to men, it is important to note that women of color, especially Black, Latina, and certain Asian American Paciic Islander ethnicities, have wage gaps that

are higher than the average).

12 “Release: OPM Releases Proposed Regulations to Prohibit Use of Previous Salary History,” May 2023, Oice of Personnel Management, https://www.opm.gov/news/

releases/2023/04/opm-releases-proposed-regulations-to-prohibit-use-of-previous-salary-history/#:~:text=The%20gender%20pay%20gap%20for,%25%20to%20the%20

current%205.6%25 (Note that the federal government wage gap is calculated using average salaries for men and women, while the national gender wage gap is

calculated using median salaries, meaning the analyses are not precisely comparable).

13 Amanda Fins et al., “Unions Are Good for Women,” July 2021, National Women’s Law Center, https://nwlc.org/wp-content/uploads/2021/07/Union-Factsheet-7.27.pdf

14 “Monster Poll: Workers Want Pay Transparency,” Nov. 2022, Monster.com, https://hiring.monster.com/resources/blog/workers-want-pay-transparency/

15 “New SHRM Research Shows Pay Transparency Makes Organizations More Competitive, Leads to Increase in Qualiied Applicants,” Mar. 2023, Society for Human

Resource Management, https://www.shrm.org/about-shrm/press-room/press-releases/pages/new-shrm-research-shows-pay-transparency-makes-organizations-more-

competitive-leads-to-increase-in-qualiied-applicants-.aspx

16 “Examining the Multigenerational Workforce,” Robert Half Talent Solutions, https://content.roberthalfonline.com/US/iles/multigenworkforce-ebook-0623-us-en.pdf;

Daniel Zhao, “Pay Transparency Laws Shine a Light on Salaries,” Nov. 2022, Glassdoor, https://www.glassdoor.com/research/pay-transparency-inclusion-poll

17 Daniel Zhao, “Pay Transparency Laws Shine a Light on Salaries,” Nov. 2022, Glassdoor, https://www.glassdoor.com/research/pay-transparency-inclusion-poll

18 “Better Job Descriptions and Pay Transparency: Top Priorities for Gen Z Identiied in New Symplicity Student Survey,” Symplicity, May 2023, https://www.symplicity.

com/news/2023-state-of-early-talent-recruiting-report#:~:text=When%20it%20comes%20to%20salary,36%25%20saying%20they%20might%20apply.; “Q1 2023

United States Job Market Report,” Apr. 2023, Joblist, https://www.joblist.com/jobs-reports/q1-2023-united-states-job-market-report; Vaishali Sabhahit, “Adobe’s Future

Workforce Study Reveals What Gen Z is Looking for In the Workplace,” Jan. 2023, Adobe, https://blog.adobe.com/en/publish/2023/01/24/adobes-future-workforce-

study-reveals-what-next-generation-workforce-looking-for-in-workplace

19 “System Upgrade: Rebooting Corporate Policies for Impact,” Reboot Representation, https://www.rebootrepresentation.org/2023-report/

20 Roy Maurer, “More Employers Post Salary Ranges to Attract Workers,” Aug. 2021, Society for Human Resource Management, https://www.shrm.org/resourcesandtools/

hr-topics/talent-acquisition/pages/salary-ranges-.aspx; “When Hard Work Is Not Enough: Women in Low-Paid Jobs,” National Women’s Law Center, July 2023, https://

nwlc.org/resource/when-hard-work-is-not-enough-women-in-low-paid-jobs/

21 Cory Stahle, “Pay Transparency Is Now in a Majority of US Job Postings—With More Growth to Come,” Sep. 2023, Hiring Lab, https://www.hiringlab.org/2023/09/14/

pay-transparency-majority-of-us-job-postings/

22 “Does Pay Transparency Close the Gender Wage Gap?,” PayScale, https://www.payscale.com/research-and-insights/pay-transparency/; Marcel Schwantes, “New

Report: Pay Transparency May Be the Key to Keeping Your Employees in 2021,” Inc.com, Feb. 2021, https://www.inc.com/marcel-schwantes/new-report-pay-

transparency-may-be-key-to-keeping-your-employees-in-2021.html; see Deborah Thompson Eisenberg, “Money, Sex and Sunshine: A Market-Based Approach to Pay

Discrimination,” https://digitalcommons.law.umaryland.edu/fac_pubs/1094/

23 “Retention Report,” 2023, PayScale, https://www.payscale.com/research-and-insights/retention-report/)

24 “New SHRM Research Shows Pay Transparency Makes Organizations More Competitive, Leads to Increase in Qualiied Applicants,” Mar. 2023, Society for Human

Resource Management, https://www.shrm.org/topics-tools/news/beneits-compensation/pay-transparency-soared-past-three-years#:~:text=Recent%20SHRM%20

research(opens%20in,of%20applicants%20they%27re%20seeing.

25 Sam Kuhn, “It Pays to Be Transparent,” Nov. 2022, Recruitonomics, https://recruitonomics.com/it-pays-to-be-transparent/#:~:text=Perhaps%20as%20pay%20

transparency%20became,education%2C%20it’s%2053%25%20lower

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26 Kathryn Mayer, “One Beneit of Pay Transparency? More Productive Workers,” Society for Human Resource Management, Apr. 2023, https://www.shrm.org/

resourcesandtools/hr-topics/compensation/pages/pay-transparency-may-result-in-more-productive-workers.aspx

27 Testimony of Aubrey Batten, Well-Paid Maids in Support of SB 217, https://mgaleg.maryland.gov/cmte_testimony/2020/in/1520_02132020_10530-719.pdf

28 “New SHRM Research Shows Pay Transparency Makes Organizations More Competitive, Leads to Increase in Qualiied Applicants,” Mar. 2023, Society for Human

Resource Management, https://www.shrm.org/about-shrm/press-room/press-releases/pages/new-shrm-research-shows-pay-transparency-makes-organizations-more-

competitive-leads-to-increase-in-qualiied-applicants-.aspx; “Equal Pay Infographic,” Society for Human Resource Management https://www.shrm.org/topics-tools/

research/equal-pay-day-infographic; see also https://www.cfo.com/news/62-of-companies-are-planning-to-disclose-pay-rate-information/654917/ (A survey found that

62% of companies that lack salary disclosure policies intend to institute some form of it).

29 Colorado Department of Labor and Employment, “Equal Pay for Equal Work: What the Colorado Law Means for Employers,” https://cdle.colorado.gov/sites/cdle/iles/

documents/Equal_Pay_for_Equal_Work_Fact_Sheet_Web_0.pdf.

30 Cory Stahle, “Pay Transparency Is Now in a Majority of US Job Postings—With More Growth to Come,” Sep. 2023, Hiring Lab, https://www.hiringlab.org/2023/09/14/

pay-transparency-majority-of-us-job-postings/

31 “Nearly 21 Million Women Beneit from Pay Range Transparency Laws. Another 18.5 Million Could Soon,” Mar. 2023, National Women’s Law Center, https://nwlc.org/

resource/pay-range-transparency-laws-beneit/

32 Colorado, S.B. 19-085, https://leg.colorado.gov/sites/default/iles/2019a_085_signed.pdf

33 Colorado, S.B. 23-105, http://leg.colorado.gov/sites/default/iles/documents/2023A/bills/2023a_105_enr.pdf

34 California, S.B. 1162, https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202120220SB1162

35 California, A.B. 168, https://legiscan.com/CA/text/AB168/id/1652839#:~:text=The%20bill%20also%20would%20prohibit,to%20an%20applicant%20for%20employment.

36 Hawaii, S.B. 1057, https://www.capitol.hawaii.gov/sessions/session2023/bills/SB1057_CD1_.pdf

37 Illinois, H.B. 3129, https://www.ilga.gov/legislation/billstatus.asp?DocNum=3129&GAID=17&GA=103&DocTypeID=HB&LegID=148283&SessionID=112

38 New York, S. 9427A, https://www.nysenate.gov/legislation/bills/2021/S9427

39 Washington S.B. 5761, https://lawilesext.leg.wa.gov/biennium/2021-22/Pdf/Bills/Session%20Laws/Senate/5761-S.SL.pdf?q=20231003132114

40 Washington H.B. 1696, https://lawilesext.leg.wa.gov/biennium/2019-20/Pdf/Bills/Session%20Laws/House/1696-S.SL.pdf?cite=2019%20c%20345%20%C2%A7%203

41 D.C. Act 25-367, https://lims.dccouncil.gov/downloads/LIMS/52488/Signed_Act/B25-0194-Signed_Act.pdf

42 Ithaca, New York, https://www.cityoithaca.org/AgendaCenter/ViewFile/Agenda/_05042022-2491

43 Jersey City, New Jersey, https://cityojerseycity.civicweb.net/document/68348/

44 New York City, New York, Int 0134-2022, https://legistar.council.nyc.gov/LegislationDetail.aspx?ID=5528005&GUID=4544EE38-4659-44F6-9092-19D965A680AE

45 Westchester County, New York, https://humanrights.westchestergov.com/salary-transparency-amendment

46 Connecticut H.B. 0680, https://www.cga.ct.gov/2021/TOB/H/PDF/2021HB-06380-R00-HB.PDF

47 Maryland H.B. 123, https://mgaleg.maryland.gov/2020RS/bills/hb/hb0123T.pdf

48 Nevada S.B. 293, https://www.leg.state.nv.us/App/NELIS/REL/81st2021/Bill/7896/Text#

49 Rhode Island S. 0270, http://webserver.rilin.state.ri.us/BillText/BillText21/SenateText21/S0270A.pdf

50 Cincinnati, Ohio, https://www.cincinnati-oh.gov/cityofcincinnati/equity-in-cincinnati/city-of-cincinnati-s-salary-equity-ordinance/

51 Toledo, Ohio, https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-159338

52 Maine, LD 936, https://legislature.maine.gov/legis/bills/display_ps.asp?LD=936&snum=131; Georgia, H.B. 411, https://www.legis.ga.gov/api/legislation/