While I think our team rivals that of CNN, and I think Josh Letourneau kinda looks like a certain political strategist, I’m not trying to make FOT the new center for politics. However, there has been a lot of talk during the campaigns about Equal Work for Equal Pay. In case you are not a political junkie, like me, and you missed it, simply Google McCain or Obama and “Equal Pay.”
So, let me get this straight. We already have a law on the books that says it’s illegal to pay women less than that of their male counterparts? If that’s the case, how the heck do we get a story like Lilly Ledbetter’s?
See, the way I look at it, this isn’t an argument about whether or not we need another law. It’s an argument about why we aren’t following the ones we have. Last year, KnowHR wrote an article about the 5 things HR can do right now to end pay inequality. #2 on the list is my favorite. It reads, “If you’re paying women less than men for equal skills and experience, then fix it. Today. Don’t pull that ‘We need to reconcile this over years’ BS. You have to fix it now. Best time to plant a tree? Ten years ago.” (underlines are mine)
Ann Barnes over at Compensation Force, in an excellent post, listed a study from the American Association of University Women. The study puts forth a few recommendations for addressing the problem. One recommendation is to encourage women to negotiate for better jobs and better pay.
Okay…interesting recommendation. But, this puts the responsibility on the employee. All candidates should work to negotiate for better pay and job duties. Men and women. I have a better suggestion:
Do your jobs, HR.
We don’t need another law to make things right. We shouldn’t be waiting for politicians to address this problem. How is another law going to work any better than the current one? What we need are recruiters who address any offers that are proportionally lower for a female hire. What we need are Gens who notice substantially lower salaries to bring it up and fix the problem.
Lilly Ledbetter lost her Supreme Court case, not because the company was right in not paying her properly, but because she didn’t file her case within the proper time frame. Personally, I think all it would have taken is one person to say, “Hey…she’s being paid half of what he is. This needs to be fixed.” It’s our jobs to make sure our companies follow the rules.
So, let’s do it. You don’t need another law.
Jason Pankow realized long ago that he wasn’t smart enough to actually program video games and game consoles. So, he found another way to participate! In between bouts of pwning newbs in Halo or scoring mad gamerpoints, Jason spends his time as the Staffing Program Manager for Microsoft’s Devices and Studios Division. Jason’s day is spent running programs that help recruit the obscenely talented developers, designers and engineers that have blessed the world with the likes of Xbox, Kinect and tons of other rad stuff, much of which he can’t tell you about. So, don’t ask. In non-nerd speak…what this means is that Jason has the coolest recruiting job in the world! Look him up as “Satchmo Baggins” on Xbox LIVE. But, watch out for the dreaded headshot!