Many organisations have no idea how damaging asking job applicants for their salary history can be. Asking for salary history is a self-perpetuating system which maintains historical and gender inequality. It is not pegged to the job, but to an individual’s perceived worth and negotiating abilities, and it tends to penalise those who have taken time out of the workplace, as many women do.
It also puts those moving up or down the pay scale at a disadvantage, and allows employers to make the lowest possible offer, rather than simply providing a fair salary for the job they are recruiting for.
📢 We are asking you to be part a of the change, by asking at least one company or organisation to sign the ‘We don’t ask for salary history’ pledge. More details and a toolkit for employees who want to support employers in ending the practice is available from Fawcett East London.
Pay and Progression for Women of Colour
In the UK we’ve been talking about Women of Colour being invisible from positions of power at work. We’ve got the awful facts and the figures, but there is still a real lack of understanding about the intersecting barriers Women of Colour face at each point in their careers and there hasn’t been enough research that centres Women of Colour’s voices and experiences.
Which is why Fawcett, in partnership with the Runnymede Trust, wants to hear from Women of Colour about your experiences in the workplace and to create space for you to be part of shaping the policy and campaigning solutions.
📢 Take part in our upcoming focus groups in July and have your say. We value your time and willingness to share your experience with us. We are offering £30 to each participant who takes part in a focus group. For more information on this and to register your interest click here.
In solidarity and determination, The Fawcett Society Team
