Comp and Coffee

Delving into the complexities of gender pay gaps, the podcast explores the impact of age on pay discrepancies and changing perceptions of women's work. The discussion includes practical tips for closing the gap and emphasizes the importance of recognizing employee contributions. Additionally, insights on how working from home affects the pay gap are also discussed.

Data analyst Michelle Gyima and workplace equity advocate Amy Stewart join the host to analyze the 2024 Gender Pay Gap Report, discussing factors driving pay gaps, uncontrolled pay gaps, gender stereotypes in the workspace, bias in pay history, and how organizations can address the gender pay gap. They explore the lack of progress in closing pay gaps despite transparency legislation and variations in pay gaps across industries.

Vicky, Lulu, and Kim discuss the impact of minimum wage developments. They explore the history and current state of minimum wage laws in the US, the effects of minimum wage increases on market rates and pay data, and the benefits of raising the minimum wage for employees and businesses. They also touch on the potential of implementing a consistent minimum wage policy and its alignment with environmental, social, and governance policies.

In this episode, the hosts discuss top predictions for HR and compensation management in 2024. They cover various topics such as legislation and advancements in technology, the impact of pay transparency on compensation data, the use of AI in the industry, and advice for professionals to stay current and prepare for the trend of pay transparency.

Experts Amy Stewart and Lexi Clarke give insights into the job market trends for 2023. They discuss the top 10 in-demand jobs with wage growth, employee-reported data on job quitting trends, and predictions for 2024. Key takeaways include labor market conditions, pay transparency, and hot job predictions for the upcoming year.

Vicki, Liz, and Ruth discuss the gender pay gap -- what it is and how it's looking for next year. Is your organization taking necessary action to close the gap?   In this episode, we're peering into the future—2024, to be exact—to predict what changes lie ahead for the gender pay gap. Our guests, Vicky Peakman and Liz Sheffield, will be breaking down the factors that could impact who earns what, exploring everything from how workplaces are evolving to new policies on the horizon. Join us for this chat as we talk about the possibilities, making sense of what the working world might look like in just a few years and how we can bridge the gap together! Key Takeaways: Looking at potential predictions in the year 2024 on gender pay gaps. Setting your intentions straight The mean pay gap for full-time workers. Examining the uncontrolled pay gap versus the controlled pay gap. How will the gender pay gap evolve throughout the next year? Exploring how the pay gap reached its lowest amount during the pandemic. Do women of different races experience varying impacts from the gender pay gap? Measure your pay gaps at all times. Resources: 2023 Gender Pay Gap Report Payscale Website: www.payscale.com  Email: coffee@payscale.com 

Amy, Ruth, and Russ discuss remote work, RTO mandates, and the impact this is having on the workplace. How will new policies and expectations impact your workforce? In this episode, we delve into the dynamic landscape of remote work and the evolving scenarios surrounding return-to-office mandates. Explore the latest trends, challenges, and opportunities shaping the future of work as we navigate the intersection of technology, workplace culture, and the ongoing impact of global events.  From the thrill of flexible schedules to the challenges of Zoom fatigue, we're dissecting it all!   Key Takeaways: Remote work policies, expectations, and return-to-office policies Adjusting to the shift in our working environment Increase in hybrid and remote organizations compared to traditional offices Challenges when it comes to return to the office Is productivity really the issue when moving to remote work? Building company culture from a distance Differences in pay with remote and traditional workers Resources: Payscale Website: www.payscale.com  2023 Remote Work Report: https://www.payscale.com/research-and-insights/remote-work/ Email: coffee@payscale.com 

The podcast discusses the importance of pay transparency from an employee perspective, including the negative consequences of not sharing pay ranges. It explores the changing attitudes towards pay transparency among different generations in the workforce and the increasing comfort in sharing salary information with coworkers. The chapter also highlights the importance of pay transparency in building trust in the workplace and its benefits for both employers and employees.

Sara Hillenmeyer, Payscale's Director of Data Science, and Lulu Seikaly, Senior Corporate Attorney @ Payscale, join Ruth & Russ to discuss a recent article about two brothers who both drive for Uber. The brothers recently conducted an experiment. They opened their Uber apps while sitting in the same room, and tested which brother could earn more money to do the same work. They found that Uber showed them nearly identical jobs but offered to pay one of them a little better. The siblings could only guess why. Had Uber's algorithm somehow calculated their worth differently and how did they do that?   We discuss this topic and the broader implications of algorithmic pay. Related links: New NY Anti Bias in AI Law effective this month https://hrexecutive.com/why-ai-is-not-a-get-out-of-jail-free-card-for-talent-bias/?oly_enc_id=5456A4959923A9Y   The potential of "algorithmic wage discrimination":  https://www.npr.org/2023/04/25/1171800324/rideshare-drivers-raise-questions-about-how-algorithms-set-drivers-pay-rates?utm_source=facebook.com&utm_campaign=npr&utm_medium=social&utm_term=nprnews   

We discuss the growing number iniatives, such as those lead by 4dayweek.com, around the 4 day work week and the concept of 100:80:100.  100% pay for 80% time worked with 100% productivity targets. Is this working smarter, harder, both, or neither?     Related links: https://worldatwork.org/resources/publications/workspan-magazine/the-power-of-four    https://www.businessinsider.com/work-from-home-return-to-office-sexism-women-bosses-employees-2023-4?r=US&IR=T https://www.pewresearch.org/social-trends/2023/03/30/how-americans-view-their-jobs/  https://www.4dayweek.com/about-us https://www.wsj.com/articles/after-testing-four-day-week-companies-say-they-dont-want-to-stop-a06089cc https://www.cnbc.com/2023/02/24/worlds-biggest-4-day-workweek-experiment-shows-big-health-benefits.html#:~:text=Employers%20and%20workers%20around%20the,their%20health%2C%20finances%20and%20relationships ·