WorldatWork’s Post

Economic Policy Institute's "Rooted in Racism and Economic Exploitation" series is worth reading and this article highlights a practice I've written about before - tipping. So, next time you get the bill at a restaurant and start doing math in your head while considering how deserving your server is of your hard-earned money, consider the fact that tipped-wage structures are rooted in racism. And, remember that your server most likely does NOT get paid minimum wage - they probably make the "tipped minimum wage" plus the tip you're busy calculating. That means that if you are careless or grumpy and don't "make up the difference" between tipped minimum wage and regular minimum wage, your server gets to carry your plates back to the kitchen at a pay rate that we wouldn't allow for someone working in a warehouse. How does that make sense? Read the full article: https://lnkd.in/g3QqcNRH cc: One Fair Wage

"On this day, we will highlight the fact that, according to 2022 Census data, the wage gap for women compared to men is 84 cents on the dollar for full-time, year-round workers. When you look at all earners, including full-time, year-round earners + part-time and part-year workers, the wage gap widens to 78 cents. These wage gaps are unacceptable. Women continue to be underpaid and undervalued." #EqualPayDay

🌟 Today marks Equal Pay Day 2024, a poignant reminder of the continued struggle for wage equality. 💼 There's progress to be acknowledged yet the pay gap persists. According to 2022 Census data, the wage gap for women compared to men is 84 cents on the dollar for full-time, year-round workers. As leaders, here are 4 steps to take intentional action toward change: 1. Conduct a pay equity analysis. 2. Set and publicize wages tied to job duties and experience. 3. Ban the use of salary history for setting wages (the Biden administration is working on a ban for federal workers). 4. Support the Paycheck Fairness Act and the Salary Transparency Act. Together, we can build a world where talent and dedication are recognized and rewarded without bias. 💪 💰 #EqualPayDay #WageEquality #Empowerment #Inclusion #Progress #empowerlead

We are excited to share our new resource: "One Fair Wage: Women Fare Better In States With Equal Treatment For Tipped Workers." This new resource tracks tipped workers' pay and quality of life in states with “One Fair Wage” policies, where employers must pay tipped workers the full minimum wage before tips. Learn more about how #OneFairWage positively impacts earnings, reduces poverty rates, and narrows the gender wage gap, particularly benefiting women and women of color. 🔍 Key findings include: Median earnings for tipped workers are significantly higher in "One Fair Wage" states compared to states where employers can pay workers the federal tipped minimum wage level (just $2.13 per hour before tips!). The poverty rate for women tipped workers is substantially lower. Parents in tipped jobs see even greater improvements in their financial well-being. Read the fact sheet and learn more about the benefits of equal treatment for tipped workers. https://lnkd.in/egHKJZmb

Dayforce's inaugural Living Wage Institute Index reveals that 56% of full-time U.S. workers earn a living wage. Key insights include wage disparities by gender, race, and industry. Read the Latest full News - https://lnkd.in/dUQM5gq6 #HRTech #HRTechEdge #DayforceLivingWageIndex #LivingWage #WageDisparities #EmployeeCompensation #WorkplaceEquity #HumanCapitalManagement #PayEquity #WorkforceData #DayforceWorkWell

According to Statistics Canada(statcan.gc.ca), Black Populations still face wage gaps. The study revealed that, the wage gap of Black men compared to their counterparts ranged from $6,100-$8,000. For Black women, the wage Gap ranged from $2,900- $4,100 compared to their counterparts. As Black HR professionals, we play a huge role in shaping the conversation of Fair compensation. A good way to help bridge these gaps is by ensuring equitable pay reflects respect for talent, fosters employee satisfaction, and cultivates a culture of value and fairness. In what ways can we champion equitable compensation practices for a workforce that feels valued and empowered? Let us know in the comments 💼✨ #FairPay #HRMatters #Faircompensation #Workplacediscrimination #Humanresources #Compensation

I am happy to share the first draft of our paper, Labor Markets, Wage Inequality, and Hiring Selection https://lnkd.in/e2xKKSsk jointly written with Alessandra Pizzo (Paris 8). Hiring and poaching workers are essentially selective processes. Employers receive a number of applications, interview them, and select and hire the most qualified. This implies that workers with higher productivity earn more and are employed more often. CPS data is consistent with this story: we robustly show that states with a higher employment rate and a lower job finding probability exhibit more wage inequality. How to explain these facts? We offer a new theoretical framework to rationalize these ideas and the evidence. These *obvious* points are NOT captured in sequential search models: employers optimally set a threshold and hire everyone above it. In contrast, our nonsequential model generates an endogenous distribution of wages that is shaped by the selection of firms. In turn, hiring selection affects the composition of the applicants. The solution of the model is a differential equation whose solution maps quantiles from the population distribution of worker productivities into the applicant distribution. We also show that, compared to a Walrasian benchmark, hiring selectivity stretches the right tail of the distribution and compresses the left tail, which matches the empirical evidence. We estimate/calibrate the model and find that an increase in mean productivity of workers explains the positive relation between unemployment and inequality. As productivity increases, vacancies increase, implying fewer applicants per vacancy and less selectivity. The distribution of employed and unemployed becomes more alike, reducing inequality. Finally, we find the most efficient allocation given search/selectivity frictions. For non-college workers, unemployment is too high. We show that optimality is achieved through a regressive tax schedule. Why? Top workers make it attractive for employers to post more vacancies, but few of them end up hiring stars. Top workers create a positive externality for the rest, who find more jobs available. By subsidizing top workers, the government would increase vacancies and employment.

The Fair Work Commission has announced a 3.75% increase in Australia's minimum wage, raising it to $24.10 per hour and $915.80 per week. Commencing July 1st, this adjustment aims to keep pace with inflation, which was 3.6% over the past year, and alleviate cost-of-living pressures. With over 2.6 million workers seeing an increase of $33.10 a week, the decision will directly and indirectly affect workers on award rates and the national minimum wage, representing 20.7 per cent of the workforce.   The Fair Work Commission considered several factors including productivity, workforce participation, and gender equality in its decision-making process. While unions advocated for higher increases, business groups sought smaller adjustments to curb inflation and unemployment.   #MinimumWage #FairWorkCommission #Inflation #AwardRates #CostofLiving

Interesting analysis on Labor Force Participation Rates and the impact of gains from lower wage workers.

The past few years have also seen more organizations taking a proactive approach to implementing fair pay practices. Several states have also adopted legislation requiring employers to share with applicants (and sometimes current employees) wage ranges or rate information for positions. But there's still more we can do. #HR #humanresources #paygap #wages #staffing #benefits