Recently, I wrote an article about the growing number of pay equity laws designed to correct gender- and race-based disparities in compensation. The post focused on California’s ban on asking about salary history and offered compensation policy advice for nonprofit executives navigating this evolving landscape.
Campbell & Company supports these legislative efforts, and we believe similar laws will continue to take shape across the U.S. While organizations seek guidance amidst this change, jobseekers need their own set of do’s and don’ts. How can I prepare? What can I ask? How much should I share?
To help job candidates understand what a salary history ban means for them—and how to thrive under these new circumstances— our Executive Search team assembled five key recommendations:
Discussing salary has always been tricky, but California’s recent salary history ban and other pay equity laws are seeking to create a fairer and more transparent job search process for everyone. My colleagues and I strive to be a resource to nonprofit jobseekers, so please don’t hesitate to leave a comment or contact me directly with questions.