[linuxftw]

This is an often proffered limitation of these laws, but there are second order effects. If someone hires a woman, minority, whatever else, at the $100k rate with the same qualifications they typically hire X group at the $700k rate, they're going to have some 'splainin' to do.

[nightski]

But if it isn't a minority or woman then whatever right?

[howenterprisey]

What's your point? Their point was that these scales can help provide evidence of minorities and women getting paid less. Can you expand on what we could learn from the situation of two people getting different salaries when they're neither minorities nor women?

[nightski]

My point was that singling out minorities or women is not necessary, it applies to all humans. Although I think what you end up is a mediocre salary for everyone, not just those who negotiate poorly. By setting the salary range tightly it prevents market forces from affecting pay much.

[linuxftw]

Unfortunately, grouping people is the only way to enforce these laws in the US. You have to prove you were discriminated against because you are part of some protected group.

[toomuchtodo]

Perfect is the enemy of good enough. If laws are found to have bugs, you keep patching them over time to close the loopholes.

[altdataseller]

Exactly, and so there are a few outliers that don’t follow the spirit or good faith of the law. Guess what? You can ignore them! Nobody says you have to apply. There are plenty of other companies that are publishing informative salary ranges

[BobaFloutist]

Unfortunately, the patch cycle for laws is, by design, incredibly slow.

[Retric]

Luckily humans don’t change quickly. 1870’s era anti trust issues are still relevant in 2023. Problem shows up 150+ years ago and we’re still dealing with it.

Slow patch times are often a feature. Laws that solve problems can seem irrelevant when those problems go away.