Gender-based discrimination in the workplace remains a persistent issue despite ongoing progress toward equality. One of the most significant areas where this discrimination is still evident is in pay. Women, particularly Women of Color, consistently earn less than their male counterparts for the same work. Gender-based wage gaps perpetuate economic disparities and contribute to a broader system of inequality that affects women’s financial security and long-term economic stability.
To combat this inequity, we have taken a bold step forward with the recent passage of An Act relative to salary range transparency. This groundbreaking legislation is a crucial tool in addressing gender-based wage discrimination by shedding light on the hidden disparities that exist in the hiring and promotion processes.
The new legislation mandates that employers with 25 or more employees disclose a salary range when posting a job opening. This transparency empowers job seekers with critical information and ensures that they can make informed decisions about the positions they apply for. By clearly stating the salary range upfront, it reduces the risk of candidates being underpaid or entering negotiations from a disadvantaged position—an issue that disproportionately impacts women, who are often offered lower starting salaries than men.
Moreover, the law protects employees’ rights to request salary range information when applying for a job or seeking a promotion. This is a game-changer for individuals who may feel intimidated or hesitant to ask about pay. By legally requiring employers to disclose this information, the law levels the playing field and helps employees advocate for fair wages without fear of retaliation.
In addition to salary range transparency, the legislation requires employers with over 100 employees to share their federal wage and workforce data with the Executive Office of Labor and Workforce Development (EOLWD). The EOLWD will compile and publish aggregated data, which will help identify gender and racial wage gaps by industry. This level of accountability ensures that wage disparities aren’t just hidden behind closed doors but are brought into the public eye.
Publicly available data will provide policymakers, advocacy groups, and workers with the insights needed to push for further reforms and hold companies accountable. It also pressures employers to proactively address these gaps by promoting internal wage equity, knowing their industry’s wage practices will be scrutinized.
Gender-based wage discrimination has a ripple effect that extends far beyond the workplace. When women are consistently underpaid, it affects their ability to save for retirement, afford housing, and invest in their children’s education. For Women of Color, who face both racial and gender wage gaps, the challenges are compounded.
Salary transparency alone cannot solve all the challenges related to gender-based discrimination, but it is a powerful tool in dismantling the secrecy that allows wage inequality to persist. This new law is a crucial step in the fight for equal pay and demonstrates a clear commitment by Massachusetts to address wage gaps across gender and racial lines.
As employers comply with these new requirements, it’s essential that they see this not as a bureaucratic burden but as an opportunity to foster a more equitable workplace. Fair pay is not just about justice for individuals—it boosts employee morale, retention, and productivity. A transparent and fair compensation system benefits both workers and businesses alike.
The passage of An Act relative to salary range transparency reflects a growing recognition that wage disparities are not just personal issues but systemic problems requiring legislative solutions. By focusing on transparency and data collection, Massachusetts is helping to drive change in the workforce and setting an example for other states to follow.
This law is a significant victory for all workers, particularly women and People of Color, and brings us closer to achieving a workforce free from gender-based discrimination. As more industries and companies embrace salary transparency, we can collectively work toward a future where everyone, regardless of gender or race, is paid fairly for their work.
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For media questions, please contact:
Giselle Rivera-Flores, Director of Communications at giselle.riveraflores@masenate.gov
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