> Seems pretty useless without that. Those are huge factors.
The point is to allow for more transparency, not perfect transparency.
> That's not the only question. The other question mostly being discussed here is if you want anyone to be able to know your salary by working backwards from the published list, specifically in small companies.
In practice this doesn't matter, but even if this were an issue you could exempt employers with fewer than 100 employees.
The point is to create a range in which both current and prospective employees can refer to. Obviously it's not perfect as that would require all information which would be a privacy concern.
Are you arguing knowing nothing is better than knowing something?
"Are you arguing knowing nothing is better than knowing something?"
No one is saying that. That is a gross misinterpretation of my statements.
"The point is to create a range in which both current and prospective employees can refer to."
A range based on what? The point being discussed here is equal pay. Ranges dont help if you have all the women at the low end and the men at the high end, hypothetically. If you just want to post salary ranges by position you can do that without publishing individual salaries.
The point is to allow for more transparency, not perfect transparency.
> That's not the only question. The other question mostly being discussed here is if you want anyone to be able to know your salary by working backwards from the published list, specifically in small companies.
In practice this doesn't matter, but even if this were an issue you could exempt employers with fewer than 100 employees.