#WomenInSTEM – #POC in High Tech – July, 2018 is the time to find a new job in Massachusetts

red glass and metal skyscraperIf you’re like me (not a white, heterosexual male, but still working in high tech in Massachusetts), you’ve probably been on the receiving end of a subtle form of discrimination that’s systemically ensured that a lot of us can’t get paid the same as white men with the same amount of experience and qualifications.

That discrimination is the standard-issue question, “So, what are you earning in your current position?”

It might not seem so horrible, but if you consider that a lot of minority folks start out at lower rates of earning, then over all the years of moving on, if we’ve been compensated at roughly the same rate we were before, we’ll inevitably end up making less than our majority counterparts — some of us significantly less. I know that Salary.com shows I’m making 15-20% less than my market value, and that burns. But up till now, I haven’t been able to do anything about it, because employers have always copped out by using my prior earnings as a reference point.

But that’s about to change — well, in another 7 months.

AN ACT TO ESTABLISH PAY EQUITY goes into effect in the Commonwealth of Massachusetts on July 1, 2018.

This law is supposed to even the playing field, in terms of compensation. The part(s) of it I like the most are:

   (c)  It shall be an unlawful practice for an employer to:
     (1)  require, as a condition of employment, that an employee refrain from inquiring about, discussing or disclosing information about either the employee’s own wages, or about any other employee’s wages.  Nothing in this subsection shall obligate an employer to disclose an employee’s wages to another employee or a third party;
     (2)   seek the wage or salary history of a prospective employee from the prospective employee or a current or former employer or to require that a prospective employee’s prior wage or salary history meet certain criteria; provided, however, that:  (i) if a prospective employee has voluntarily disclosed such information, a prospective employer may confirm prior wages or salary or permit a prospective employee to confirm prior wages or salary; and (ii) a prospective employer may seek or confirm a prospective employee’s wage or salary history after an offer of employment with compensation has been negotiated and made to the prospective employee;

That means, I can ask what potential employers are paying others who do my same job. And they aren’t allowed to ask me what I was making before.

So, that means I’ll be free to change jobs next year, without worrying that I’ll be blocked in by my past. It’s been a rigged game against me and others like me for far too long, and now that’s changing.

Who knows how much it will fix, but in any case, at least that’s one less thing I need to contend with. Being a 50-something high tech veteran is challenging enough in this youth-loving world. I can use all the help I can get. Plus, it will be nice to get paid the market rate.

For once.

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