Alon’s Post

💸The gender pay gap isn’t always the result of one clear decision. More often, it’s built over time through smaller patterns: *how salaries are negotiated *how performance is evaluated *how career progression is shaped 🤝For recruiters, this raises an important question: How much of the pay gap starts during the hiring process? With new EU regulations introducing pay transparency, these differences will become more visible, and more actionable. 💬HR professionals: where do you think the biggest gap is created? 👇Read the full article here: https://lnkd.in/eDe6EZrE #paytransparency #HRinsights #talentacquisition #workplaceequality #HRtalks

Pay transparency has made pay ranges more visible. But it hasn’t always made pay decisions easier to explain. I was interviewed for a recent article by Courtney Vinopal for Morning Brew, where she reports on how women avoid jobs with broad pay ranges (https://lnkd.in/gGju9zvA). Broad ranges give organizations room to maneuver. They help manage market variation and evolving roles. But they also increase reliance on judgment. And judgment, without shared standards, doesn’t always play out evenly. This is where many #paytransparency conversations get stuck. The issue isn’t whether a range is posted or shared. It’s how starting pay is set, how movement happens over time, and how consistently managers apply those decisions across employees who look and negotiate differently. The harder question isn’t “are our ranges wide or narrow?” It’s whether leaders can clearly articulate what progress inside the range actually requires. In practice, broad ranges don’t create inequity on their own. They expose it when progression logic is vague and discretion does the heavy lifting. That’s the part of the conversation transparency tends to surface—but not resolve. Resolution requires logic.

My brilliant colleague shared his thoughts about pay transparency in this great article. many years ago, he and I co-authored an article about it too. Yesterday at a women's networking event, I was part of a discussion about what is attracting vs pushing women away in the workplace. Pay transparency is great, but it is just one step in creating workplaces where women want to work. we need to be prepared to look at what's working and what's not in pay structures and then explain them in a way that's easy to understand. I hope more companies start to take that next step. It's about more than transparency or doing the work to create a solid structure.

Wrote about some new research from Cornell University's ILR School, which finds female applicants are more likely to be turned off by broad pay ranges. More on what this means for employers' talent acquisition and pay equity strategies: https://lnkd.in/e3-WbGir

Equal Pay Day is a reminder, but it should also be a call to action. I’ve spent my career in FinTech, Financial Services, and now Manufacturing. These are industries where men have long dominated the landscape. As an HR executive, I’ve conducted equal pay analyses and seen firsthand that pay gaps are not theoretical, they are global, they are real, measurable, and persistent. But I’ve also been part of the solution. I’ve helped drive the changes that ensure people are paid for the role they perform, not their gender, not their race. That work matters. And it proves something important: this is fixable. Here’s the reality, regardless of your role as a manager, leader, or executive, you own this. If you see inequity and do nothing, you’re allowing it to continue. If you see it, it’s your responsibility to address it and advocate for equality. There is no superior gender. The role, individual performance, results, and expertise should define pay nothing else. The only way this changes is if we keep talking about it, measuring it, and holding ourselves accountable to fix it. Because equal pay isn’t an initiative. It’s a standard. Be an advocate! #EqualPayDay #Leadership #Accountability #PayEquity #HRLeadership #WomenInLeadership

The gender pay gap has existed for as long as women have been working. This summer, Europe runs out of excuses. The EU Pay Transparency Directive comes into force - and in my view, it is the single most impactful piece of legislation for working women generations. Here's what it means in plain terms: Salary ranges must be published in every job posting. Employees gain the legal right to know what their colleagues earn. Any pay gap above 5% must be justified and closed. And retaliation against anyone who dares to ask about pay? Illegal. For decades, salary secrecy has been one of the most powerful tools keeping the gender pay gap alive. Not because women couldn't (or wouldn't) negotiate. But because we were negotiating blind. You cannot argue for what you're worth when you have no idea what the person sitting next to you earns. That ends this summer. This is not a small thing. This is the room finally having to show its cards. But here's what I want you to sit with: Do you actually know what this directive means for you? For your role, your company, your next salary conversation? Because knowing a law exists and knowing how to use it - those are two very different things. Tonight, I'm hosting a Mad Money Club live Ask Me Anything with HR specialist, Sofie Krarup Golding who knows this inside out. What it means in practice. How companies are preparing. And - most importantly - how you can walk into your next salary conversation finally holding all the cards. If you want in, do three things: Comment below. Connect with me. I'll send the details straight to you. The information you need, right when you need it. See you tonight 👋

Posting a salary range of "$60k - $120k" is a red flag. Many companies think they are complying with the push for pay transparency by posting absurdly wide salary ranges on their job descriptions. The data shows this tactic is actively hurting their ability to recruit top talent: especially women. Studies reveal that 54% of female applicants are less likely to apply for a role with a broad pay range, compared to 47% of men. Why would you lose so many people with a salary range? Female candidates often view these massive ranges as a glaring warning sign of internal pay inequality. It shows a culture where they will have to fight tooth and nail just to be compensated fairly. And as you can see above, men aren't far behind avoiding those jobs either. If your salary ranges are too wide, candidates assume you either don't know what the job is actually worth, or you are hoping to draw them in and then lowball them. Be specific. Be transparent. Pay equitably. HR Brew #PayTransparency #GenderPayGap #RecruitingTrends #TalentAcquisition #KandorGroup

Posting a salary range of "$60k - $120k" is a red flag. Many companies think they are complying with the push for pay transparency by posting absurdly wide salary ranges on their job descriptions. The data shows this tactic is actively hurting their ability to recruit top talent: especially women. Studies reveal that 54% of female applicants are less likely to apply for a role with a broad pay range, compared to 47% of men. Why would you lose so many people with a salary range? Female candidates often view these massive ranges as a glaring warning sign of internal pay inequality. It shows a culture where they will have to fight tooth and nail just to be compensated fairly. And as you can see above, men aren't far behind avoiding those jobs either. If your salary ranges are too wide, candidates assume you either don't know what the job is actually worth, or you are hoping to draw them in and then lowball them. Be specific. Be transparent. Pay equitably. HR Brew #PayTransparency #GenderPayGap #RecruitingTrends #TalentAcquisition #KandorGroup

Today is Equal Pay Day, a symbolic date that highlights how far into the new year women must work to earn what men earned in the previous year. Recent data shows the national gender pay gap has actually widened since 2025. Nationally, women earn $0.82 for every dollar earned by men compared to $0.83 in 2025. Boston employees fare better with a gap of 12 cents (women earn $0.88 for every dollar earned by men) as reported by the Boston Women’s Workforce Council in their 2025 report. There are several factors that contribute to the pay gap: occupational segregation, the impact of caregiving on women, inconsistent approaches to pay transparency and a lack of ongoing focus within organizations. For HR and business leaders, this is the moment to move beyond compliance and into real strategy. Pay equity work can’t be a one-time audit. Massachusetts implemented Pay Equity legislation in 2018 and Pay Transparency legislation in 2025. Real change will require: ·        Ongoing analysis of compensation data ·        Clear, defensible pay practices ·        Transparency that actually informs, not just complies ·        Leadership accountability tied to outcomes I’m curious how HR leaders are approaching this right now. What’s actually working in your organization? Won’t it be great when Equal Pay Day falls on January 1 and we have achieved true pay equity?

⚖️ “Same Work, Different Pay”: Gender Pay Gap Debate Returns The gender pay gap is back in focus for 2026, with growing pressure on organisations to move beyond intent and demonstrate real pay transparency and measurable progress. Employees and regulators are increasingly demanding data-backed fairness. Addressing pay equity isn’t just about compliance - it directly impacts trust, engagement, employer branding, and long-term talent retention. Organisations that prioritise transparency and fair compensation are better positioned to build inclusive, high-performing workplaces. 🔗 Read more: https://lnkd.in/gsYZQfTa #GenderPayGap #PayEquity #WorkplaceEquality #HRLeadership #FutureOfWork #AmazingWorkplaces #LetsCreateAmazingWorkplaces #9PillarFramework #9PillarFrameworkofAmazingWorkplaces #workplace #surveyandcertification #certification #employeesurvey #pulsesurvey #employerbrand #employerbranding #culture #leadership #awards #HR #HumanResource #HumanResources #employeesatisfaction #DiverityEquityInclusion #Diversity #Inclusion #BestPractices #Learninganddevelopment #employeegrowth