Pay Transparency
You may notice (or a link brought you here) some email signatures at Gonzaga with their compensation as part of their contact or identifying information.
Like this:
(they/them/theirs - Yearly Compensation 50K)
There are several reasons why pay transparency is important from a DEI perspective. First, it helps to ensure that everyone is being fairly compensated for their work, regardless of their identity or background. This is especially important for marginalized groups, who may face discrimination in the job market and may be underpaid as a result.
In addition to promoting fairness and equity, pay transparency can also have a number of other benefits for both employees and employers. For employees, it can create a sense of trust and transparency within the organization, as well as provide a sense of security knowing that they are being fairly compensated. For employers, it can help to attract and retain top talent, as well as reduce the risk of pay-related lawsuits.
Pay transparency is becoming an increasingly popular trend in the workforce, as well as government policy (new WA law requiring compensation in job announcements), with more and more organizations recognizing the benefits of being open and transparent about pay. As an employer, being proactive in this area can help to foster a positive and inclusive work environment, and demonstrate a commitment to DEI.