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Using Predictive Analytics to Change History

  • May 11, 2017

Last year, women made 80¢ on the dollar compared to men. That persistent pay gap has hovered around 80% for the last several years. States, cities, and federal enforcement agencies are thus trying a variety of new tactics to “close the gap.” The most interesting, and as many believe creative, approach to gain popularity in the past year is prohibiting employers from asking applicants for salary history. Proponents of these salary history bans contend that preventing the use of salary history to determine starting pay will stop the perpetuation of wage discrimination. Banning requests for salary history will force employers to base salaries on an applicant’s — or the position’s — value to the company, rather than what an individual made in a previous position. This white paper explores what this means to employers.

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Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit https://www.jacksonlewis.com.