61–70 of 82 posts
There are a lot of factors in any compensation plan, and salary is just one. I'd be cautious about judging too quick based only on a single factor.
It is possible that the company is giving themselves negotiating room.
This is fundamentally one of the biggest cultural changes we have to make. You have to be ok with talking about your personal earning. In a lot of places talking about earnings is more taboo then talking about sex, and sex is generally taboo. Company culture of not talking about earnings only helps the company. It allows them to pay lowest market value for anyone, under the (often true) hopes that they don't know the…
People need to be ok with talking about it, but at the same time, it still should ultimately be each person's choice to talk about it. [$67/hr, 2 years of experience, senior frontend engineer, Palo Alto]
Earlier quoted context omitted.
The big reason for the taboo against talking about income is jealousy. Almost every job feels harder than it looks, and almost everyone feels more skilled at their work than they look. So if you tell someone your salary, your job probably feels more difficult to you than it looks to them, and you probably feel more productive than they think you are. If you make the same or more than they do, there is a very high ris…
I started my career in the public sector where salary is published and set in stone before you even apply for a position. Everyone knows everyone's pay grade. I never once saw any kind of jealousy about someone making more than someone else for doing the same job title. This has two effects (1) Saves me a lot of time on the negotiation front. If the announcement doesn't pay what you want, don't apply to it. Saves me…
[I have no explanation for why she stayed there for 9 years]
Edit: That is not to say there is not an on going problem with women getting paid less. There is. But not every woman getting paid less than a man is getting paid less because she is a woman. It only takes a tiny variance in any of the other variables to make one person's salary different than another's. We can't blame sexism for every bad thing that happens to a woman.
This is fundamentally one of the biggest cultural changes we have to make. You have to be ok with talking about your personal earning. In a lot of places talking about earnings is more taboo then talking about sex, and sex is generally taboo. Company culture of not talking about earnings only helps the company. It allows them to pay lowest market value for anyone, under the (often true) hopes that they don't know the…
The big reason for the taboo against talking about income is jealousy. Almost every job feels harder than it looks, and almost everyone feels more skilled at their work than they look. So if you tell someone your salary, your job probably feels more difficult to you than it looks to them, and you probably feel more productive than they think you are. If you make the same or more than they do, there is a very high ris…
These policies are actually often illegal due to the National Labor Relations Act.
This is fundamentally one of the biggest cultural changes we have to make. You have to be ok with talking about your personal earning. In a lot of places talking about earnings is more taboo then talking about sex, and sex is generally taboo. Company culture of not talking about earnings only helps the company. It allows them to pay lowest market value for anyone, under the (often true) hopes that they don't know the…
People need to be ok with talking about it, but at the same time, it still should ultimately be each person's choice to talk about it. [$67/hr, 2 years of experience, senior frontend engineer, Palo Alto]
caveat: I am by no means an employment lawyer, careers guidance councillor, or anyone with any relevant qualifications! I merely offer this as my own personal opinion, as someone who has been employed in a variety of organisations. I respectfully disagree with the commenter who says this "is absolutely not your problem". You are right to care about the wellbeing of your colleagues, that's one of the differences betwe…
Wait you're able to divine that from one anecdote about one person? What if they are explicitly discriminating only this person(still bad but not sexism). Is it possible the company is only paying her less because of some other deal on the table? Have you ever had a company accidentally pay you the wrong amount(it's never a good sign, but it happens), have you ever made a typo?
Prove me wrong and I will gladly shame this anonymous company, but OP hasn't talked with the friend and we're going off of one offer letter, not even a paystub.
caveat: I am by no means an employment lawyer, careers guidance councillor, or anyone with any relevant qualifications! I merely offer this as my own personal opinion, as someone who has been employed in a variety of organisations. I respectfully disagree with the commenter who says this "is absolutely not your problem". You are right to care about the wellbeing of your colleagues, that's one of the differences betwe…
>you've - inadvertently - uncovered evidence that your company discriminates according to gender Wait you're able to divine that from one anecdote about one person? What if they are explicitly discriminating only this person(still bad but not sexism). Is it possible the company is only paying her less because of some other deal on the table? Have you ever had a company accidentally pay you the wrong amount(it's never…
Earlier quoted context omitted.
People need to be ok with talking about it, but at the same time, it still should ultimately be each person's choice to talk about it. [$67/hr, 2 years of experience, senior frontend engineer, Palo Alto]
Charge more. Just humor me and pitch the next client at $125/hr, which is more in line with market in your neck of the woods. (And the necessity for this post, folks, is one of the many, many mechanisms by which a norm of salaries being hidden screws over employees via information asymmetry.)
>The pay difference is pretty small, about $1.00 Are you trolling?
$1.00 * 8 * 20 * 12 = $1920 per annum
Generally, the calculation I use is this:
$1.00 * 40(hrs/wk) * 52(wks/yr) = $2080 per year.
(Usually I'm working the other way to get an hourly number from an annual salary but the math works both ways.)