Law.com interviewed LVBH attorney Wendy Musell about the persistence of pay disparities despite concerted efforts to close them. The article highlights the fact that equal pay for equal work is just one of many actions that can be taken to ensure that women and people of color attain pay equity.
Other factors to be considered are hiring and promotion practices as well as transparency about how employers determine pay for different jobs. Additionally, non-salary compensation such as stock grants, stock options, and discretionary bonuses should be evaluated, especially in high-wage industries. In Silicon Valley “there’s not transparency regarding what those (compensation) packages are, why they are, who they’re offered to, what the value is, how they’re vested, whether folks end up getting discretionary bonuses, a vesting faster, or other tranches,” Ms. Musell said.
