How to be a fair-pay CEO
Today’s business leaders are highly motivated to fix all forms of discrimination within their organizations. But gender- and race-based pay inequity are proving to be among the most troubling elements of this issue today.
The problem is particularly acute in the technology industry. Following previous cases at Uber and Google, Pinterest and software company Carta have become this year’s most recent cautionary tales. Those companies now face accusations from employees including unfair equity vesting schedules that were ultimately revealed by IPO-related filings; systemic 'underleveling' of Black women; and lower compensation packages in general. An employee walkout at Pinterest earlier this month underscored the importance of fixing this issue now.
This essay illustrates an approach to pay equity that will help business leaders avoid the regrettable paths of Pinterest and others in the areas of racial and gender pay discrimination, in addition to combating such discrimination against LGBTQIA+, disabled, and other employee groups and intersections of these groups. (Please note: This article is not legal advice and should not be construed as such.)
—