After 30 Years of Marriage, We Co-Wrote a Book On Gender Inequality Heres What Weve Learned

After 30 Years of Marriage, We Co-Wrote a Book On Gender Inequality Heres What Weve Learned Andrea Kramer and Alton Harris, more commonly known by their nicknames Andie and Al, are familiar with what it takes to build and maintain a successful partnership, both at work and at home.Theyve both held senior management positions within law firms, getting to know the ins and outs of what it takes to keep a well-oiled firm running, from the recruiting, hiring and firing to supervising teams and handling promotions. Theyve also been married for over 30 years. And during that time, theyve developed insight into how they can help advance workplace gender equality as a team.Thats partly what drove them to collaborate on their latest venture, the book . In it, the co-authors spell out a rebuttal to age-old stereotypes that position inter-female conflict as the result of internal forces, like jealousy and pettiness, looking instead to the institutional forces at play. Its a topic theyve had ple nty of opportunity to take notes on throughout their careers. And, given the number of times theyve collaborated with each other on legal issues, it only made sense to write the book as a pair, too.Andie and Al recently sat down with Fairygodboss to talk about their writing process and to share exactly how their decades-long marriage fortifies them as partners, professionally and personally.When did you first start working together?Andie We started working together when we were lawyers at the saatkorn firm, and we began writing a monthly column for a financial jurnal at that time, too. After we got married, I went to a larger firm, but we continued to collaborate. Writing together is something we enjoy doing together, and were good at it. We have separate careers, but together we have built a home, raised a daughter, shared resources and written a lot.Al One day, Andie came to me and said, I want to reach more women about overcoming gender bias, but to do that, I need to write a bo ok. Will you write it with me? She couldnt imagine taking on such an enormous writing project without me, and frankly, I couldnt imagine not doing it with her. So we started collaborating on gender issues. Now seven years later, we are still writing and speaking together to help women combat gender bias.In writing this book together, did you have any thoughts or concerns around how the process would impact your relationship?Andie When I asked Al to write a book with me, it never entered my mind that it could pose difficulties for our personal relationship. We had collaborated on legal issues for many years, and I saw no reason this project would be any more stressful for our personal relationship. And besides, I wanted to get Als (male) perspective to give women a balanced picture of what they were up against. Writing together welches what we did, and when we started lecturing and conducting workshops together, it became clear that we were both better together than we were on our ow n. As one friend recently remarked, Isnt Andie and Al, one word?AlI cant begin to count the number of times people have said to me something like, Marriage is for better or worse but never for lunch. I always smile at this but think how much they are missing. Andie and I work together in the same room we talk about our daughter, our professional engagements, our friends and our social plans, our writing and speaking. Everything blends into everything else in one seamless whole. Its not a matter of better or worse, for richer or poorer its about engaging in the whole process of living, thinking and doing together.How did you approach the actual writing of the book? Did you divvy certain parts up?Andie I am often asked if Al and I divide our writing up my doing X and Al doing Y. That has always struck me as peculiar. I know that spouses are often advised to have distinct areas of responsibility so as not to come into conflict. Maybe that makes sense for some people, but I cant imagin e formally dividing our writing responsibilities. Sometimes I do a first draft and Al edits it other times, its the reverse. Whichever way it starts, however, before we sign off on a finished piece, it has gone back and forth so many times that its hard to remember who started it, or who added, took out or modified what.How did you handle disagreements that came up during the process, if any did?AlPeople ask us whether we ever disagree, have serious conflicts, or feel hostile to or resentful of one another. Sure, we disagree. What we have to say wouldnt be nearly as insightful and powerful as it is if we didnt have different perspectives and challenge each others ideas. But disagreement is not conflict, and I can only think of one instance that came close to being a conflict that we resolved within hours.AndieI think that the dream relationship is pursuing a challenging, important task with someone you love and respect. So, I guess I am in a dream relationship. Sure, we have our dif ferences, because we have had different life and professional experiences. Indeed, the core of what we write about is how and why womens and mens experiences in the workplace are so different simply because of their different genders. But without those differences, there would be no point to our collaboration. Ultimately, we are able to meld our differences because our love for one another makes it safe to bring up and explore whatever thoughts, feelings and concerns we have.What do you think has helped you to take on this project and others so successfully as a couple?Al We each have successful, rewarding and highly satisfying professional careers, but the two fruchtwein fulfilling and meaningful experiences of our lives have been raising our daughter and writing and speaking together. And in some ways, those experiences are not all that different.Andie Neither has involved one of us being in charge or having ultimate control over this aspect or that aspect of the undertaking. We l isten to one another and to our daughter, and we almost never become dogmatic or defensive. We are always willing to change course if what we are doing is not working. Thankfully, both our daughter and our writing have turned out remarkably well. It is hard to imagine two luckier people--

The Undisputed Truth About You Must Always Include a Job Objective when Writing a Resume That the Experts Dont Want You to Know

The Undisputed Truth About You Must Always Include a Job Objective when Writing a Resume That the Experts Dont Want You to Know There are elend any rules about what a resume should be but whatever it appears like it must convey an appropriate message. A bit of research and extra efforts may give you an ideal job specific career statement. When it has to do with applying for jobs, you wish to make certain you make a great first impression. Objective Statement vs. Summary Statement If youre searching for a new job, or are considering searching for a new job or promotion in the close future, odds are that youve thought about your resume. Again, your objective should only be about a couple of sentences in length, so you ought to be in a position to say everything that you want to get across in only a few words. Depending upon your profession youll be able to write resumes in various length. The New Fuss About You Must Always Include a Job Objective when Writing a Resume Resume objective has become the most important element in the resume to impress the employer since its the very first note that captures the interest of the recruiter. Once the resume summary grabs the interest of the employer then hell proceed to have a close look. Alter the fields that arent related to the applying job. The resume summary can be generic information regarding you and your qualifications and you dont need to define it separately in line with the work position youre interested in. You Must Always Include a Job Objective when Writing a Resume - Is it a Scam? Theres probably a great digital employer for your experience and abilities. Skills And Strengths You will need to notice requirements of a business. Creating a career objective needs to be written with utmost care, thus picking the appropriate words is vital. The particular skills section of your resume is where to mention any distinctive abilities you have that relate to the job that you are trying to get. Get the Scoop on You Must Always Include a Job Objective when Writing a Resume Before Youre Too Late Yes, its still essential to write titelblatt letters. Basically, its the brief introduction in the shape of a paragraph or bullet list which often comes at the peak of the resume. Employing the correct font, the ideal formatting, the proper section headings, and the suitable layout can make sure that your resume passes ATS and actually lands on the hiring managers desk. By now you need to have a great resume and understand how to compose a strong resume cover letter Resume Tips 1. An excellent beginning will always generate improved results. If it doesnt align in the appropriate format no one would like to read even it has full of superior information. Some individuals incorporate personal info on their resumes. If your included information has to be regarding the organization essentials.

How to Involve Everyone in Your Candidate Search [INFOGRAPHIC] - Spark Hire

How to Involve Everyone in Your Candidate Search INFOGRAPHIC - Spark HireA candidate search should be a team effort. Youre not just hiring a person, but hiring a critical member of your team. As such, it only makes sense to pool your companys collective resources in order to find the best candidate for you. Involving everyone in the candidate search is one way to ensure access to a variety of top candidates, often previously vetted by your own employees.This infographic from Work4 Labs (full size below) shares some startling figures on the extended networks your employees and friends have in their arsenal. For instance, if one recruiter shared just one job a week with their social media connections for a year the job would be shared on average 33,342 times. Thats a lot of eyeballs seeing your opening. Additionally, the infographic shows that 92% of people are more likely to trust job recommendations from friends and family members online.What the infographic really hits at is the adv antages that group candidate searching can have for your hiring. The infographic shows that building strong talent pools reduces the cost of sourcing by approximately 50%. In addition, social sharing helps increase the number of applicants, and job views. Since anyone on Twitter can see your postings, the possibilities for social sharing of job openings is endless. Unlike just a stagnant posting, social sharing allows you to reach an exponential number of candidates already connected to your employees.Encourage your employees to get involved in the hiring process. This can mean referring you to good candidates, posting openings on their social media profiles, or even taking someones resume to your hiring team. Determine as a company what the most acceptable practices for referring candidates are and advocate that your employees help out. Let them know their recommendations not only matter, but are vital to the success of the team and creating a cohesive unit.When possible, utilizing everyone in your network to help market to, and identify, candidates for your opening gives you the best chance for hiring a person that clicks with your company. As the infographic points out, social sharing in hiring practices is the way of the future, you dont want to miss out on a great candidate because someone elses employee connected with them first.Do you involve everyone in your candidate search? Spark a conversation below.

How to Handle Mental Health Issues In The Workplace

How to Handle Mental Health Issues In The WorkplaceHow to Handle Mental Health Issues In The Workplace You may have seen the story that recently went viral about an employee who was 100 percent honest about the fact that she needed to take a couple of mental health days. It might seem like a brave thing to admit, but her CEOs response spoke volumes about the companys forward-thinking approach to mental health. I just wanted to personally thank you for sending emails like this, the CEO wrote in an email to the employee. Every time you do, I use it as a reminder of the importance of using sick days for mental health I cant believe this is not standard practice at all organizations. You are an example to us all, and help cut through the stigma so we can all bring our whole selves to work. Unfortunately, this kind of response isnt exactly standard. Still, this should be an example to leaders everywhere, says Dr. Richard Shuster, psychologist and host of The Daily He lping Podcast . notlage only is it good for employees to be in touch with their mental health, but it actually makes business sense, too. There is a large body of research that indicates when employees are happy and healthy, they are more productive, says Dr. Shuster. Further, an employee who receives a response like the woman in this story did is likelier to feel a stronger sense of loyalty to the organization. Employee retention is a hot topic these days, and this is a perfect example of how companies can improve their policies to keep their talent happy and at the top of their game.So why dont more companies encourage mental health days, and what can you do to make them more accepted? We spoke to experts to find out. Why We Need to Destigmatize Mental HealthAsk any mental health professional, and theyll tell you that your mental and physical health are directly linked - yet physical ailments are much easier to talk about in the workplace. Our society is comfortable with some one taking a sick day for being physically ill, but as a culture we still discount and minimize the importance of taking care of our emotional and mental health, explains Jude Miller Burke, Ph.D., psychologist, leadership coach, and author of The Adversity Advantage Turn Your Childhood Hardship Into Career and Life Success . Its not easy to change a work culture thats been around pretty much forever, but it is possible- and dont worry, it doesnt involve spilling your most intimate secrets to your coworkers. To destigmatize, its key to exorcise falsehoods about what strength is, says Dr. Perpetua Neo , a clinical psychologist who works with high achievers. Instead of coping alone, not asking for help, rationalizing mental health issues away, we should emphasize and actively build stronger teams who have each others backs, she says. This is especially so for the Type A, perfectionist high-achievers who inevitably set the tone for the workplace culture given their leadership roles. And while the road to destigmatization starts at the top, theres something to be done at every level of a company to help bring mental health into the conversation.In the leadership world, you hear about company culture all the time. Establishing a forward-thinking policy on openness about mental health is a great example of what having a fantastic company culture is really about. If the workplace culture promotes an acceptance of caring for ones mental health as important, it reduces stigmatization and increases the likelihood that an employee who truly needs help will seek it out, explains Dr. Shuster. It is important for company leadership to normalize mental illness in the same manner that one does other medical conditions. That means encouraging employees to make use of the resources available to them, whether thats highlighting the companys insurance coverage of mental health care, creating an open-door policy with HR to discuss how workplace stress can be lessened, or be efing up an employee assistance program.The key to being a great boss is first and foremost having your own act together. That why you should start with yourself, according to Shaun Wehle, Psy.D. , a psychologist, trainer, speaker and consultant specializing in workplace wellness and work-life balance. A major contributing factor to employee wellness is the relationship with the superior, he says. Basically, if you want to take care of your employees and promote their well-being, you need to put yourself in a position where you are actually equipped to do so. See a psychologist, he recommends. You dont have to be psychoanalyzed if you dont want that. There is a (not so new) trend of positive psychology that doesnt overly pathologize and instead looks at psychological principles as a way of improving the overall quality of life. This can help in both workplace culture and the home life, Dr. Wehle explains.Secondly, its important to acknowledge that mental health issues are incredi bly common. Realizing this can help prepare managers to deal with the inevitable situations that will arise with their direct reports. In a study of 310 high achieving men and women that I just completed, 60 percent of the participants struggled with issues stemming from childhood abuse, witnessing domestic violence, chemically dependent family members, poverty, mentally ill family members, or loss, says Dr. Smerling. Essentially, that means over half of the employees coming into work on any given day, at all levels in an organization, are bringing a negative childhood vorlage that may resurface as stress increases. In other words, many people have dealt with issues in the past- or are dealing with them in the present- that can cause significant mental strain. Knowing this from the get-go can help managers feel less awkward when discussing mental health with their employees.First and foremost, employees often wonder what they should say if they need a mental health day. If you know you have a boss and/or corporate structure that is receptive to the idea that a mental health day may be needed, asking for one and being open about that would be an ideal situation, says Dr. Wehle. I would suggest avoiding being dishonest about why youre taking the day off, he adds. And if your office isnt so open about psychological struggles, often just saying youre taking a sick day or a personal day will not be contested, he says. As for bringing up overall mental health with your coworkers and superiors, youll have to gauge that depending on your individual professional bonds and current work culture. Many of us would like to have an open and honest relationship with our work family, says Dr. Wehle, but that doesnt necessarily mean you will want to (or should) get into the nitty gritty of what youre going through with your colleagues. And if you have trouble wrapping your head around making mental health part of your professional well-being , think of it this way As an empl oyee, its your responsibility to do the best work you can, which means being in the right frame of mind to get the job done. For smaller issues, taking a mental health day may do the trick, but if youre grappling with something bigger- the fallout from a death in your family, depression, divorce, or anxiety, for example- its a good idea to have a brief but honest conversation with your supervisor. If one fails to communicate with their superior that they are having mental health difficulties, it leaves their wertmiger zuwachs issues to the imagination of their boss, explains Dr. Shuster. Again, no need to tell them all the details, but its smart to let them know about the issue in terms you feel comfortable with. Lastly, it is helpful to express to your supervisor a plan of action such as seeking treatment, he says. This demonstrates that you plan to address it head-on so that you can continue performing at your best on the job.

Top 10 Things That You Should Never Do at Work

Top 10 Things That You Should Never Do at WorkTop 10 Things That You Should Never Do at WorkWhen youre at work, you need to work, of course, but, youre also human. That whole human thing means that you make mistakes from time to time and you take some actions that are not ideal for your career. Everyone does, and its not a huge problem in most cases. But there are some things that you should never, ever do at work. They are career damaging, reputation damaging, and they will cause you to lose respect from your coworkers, your senior team, but most particularly- the partie you fondly call the anfhrer. Here are the top ten things you should never do at work. 1. Use Your Computer for Anything You Wouldnt Want Your Boss to Know About Lots of bosses dont careif you check your personal email, post to your Twitter account, or shop for flowers for Mothers Day on your work computer. That doesnt mean that you have free rein on your computer. You should limit what you do on a work-owned com puter even if your job doesnt have formal internet and e-mail policies. No porn, of course, at any time. It is never appropriate to view at work. But dont job hunt, tweet anything inappropriate, or do anything that would cause your boss to freak out either. Remember, your company IT department can have access to everything you do on that computer, even when you use it at home. They access work computers when they suspect suspicious behavior by an employee. 2. Whine You can whine at home to your friends and family, but whining at work is a career killer. This doesnt mean that you cant complain about problems. When you complain, however, your complaint should identify a problem that is fixable with an action plan that you and your organization can implement. When you whine, its just whining and whining makes you look immature. 3. Overshare Yes, you want to become friends with your coworkers. But they dont need to know all of your drama whether it is relationship drama, family drama, or medical drama. This doesnt mean that you need to be a closed book, but it does mean keep the sharing of the personal drama under control. Telling your coworkers that youre going through a divorce is alright. Sharing every detail about what your soon-to-be ex is doing- and how you feel about it- is not. Keep business relationships professional. 4. Ignore Your Bosss Warnings When your boss says you need to come into work on time, she means it. When your boss says your attitude needs adjusting, it needs adjusting. When your boss says she wants you to focus on task A before going on to task B, you better make A, your priority. When youdont pay attention to these warnings, you put your career on the line. Some bosss preferences are career breaking to ignore. 5. Always Say Yes Your boss didnt hire you because she needed a robot. She hired you because you had knowledge, skills, and abilities that make you great at what you do. This means you need to speak up and share you r ideas. After youve expressed your doubts about an idea and your boss says she still wants you to do it her way, do it that way, but use your intellect to present new ideas. 6. Anything Illegal This really shouldnt have to be said, but so many people break so many laws all of the time, they dont think its a big deal. Think about speeding. Everyone does it, right? But dont do it when youre driving on company business. What about working off the clock? You shouldnt do that either. Dont sign documents youre not legally authorized to sign. Dont do drugs. Dont let regulations slide. Be a stickler for legality in all of your actions. 7. Anything Immoral Dont lie. Dont have an affair. Dont set out to undermine your coworker. Sure, all of those activities can seem fun at the moment, but if youre busted, even if its not directly related to your job, it lowers your colleagues opinion of you. You dont want people thinking of you like Jane, who had an affair with her boss, or Patrick, the guy who tried to make his team look schwimmbad to a senior manager despite his involvement in the failed project. 8. Recommend Your Friends Just Because They Are Your Friends Lots of companies have employee referral programs, and they are great. If you know a person who would work out fabulously in a ort in your company, by all means, recommend that person. If someone you recommended gets hired, youll likely get a bit of extra cash- at least positive recognition and a big thank you. Awesome. But, dont recommend a person just because you are friends. That tends to end up as a disaster. Remember, its not just about the referral bonus, and its not just about getting your friend a job, its about your reputation. If you know or even worry about the possibility that your friend is a slacker, dont recommend her. 9. Spread Germs Around the Office Now, its true that many companies dont have sick plans and in some cases, youll get in trouble for taking time off, even if you have a fever of 104 and spend half the day in the bathroom. If thats the case, then put a pox upon your bosss head and hopefully, he catches whatever you have. But if your company has a sick plan or any PTO that you could use when youre contagious, for Petes sake, take it. When youre sick, youre not working up to speed, and youre infecting others. If they catch your disease, their productivity drops as well. One person with the flu can decimate an office. Stay home. If you cant stand notworking, work from home if possible, but pretty please, keep the germs to yourself. 10. Let Anger Take Over Your job can be one of the most stressful components of your life. Dont, however, let your stress turn into anger that turns into bad behavior in the office.Yelling, screaming, punching a wall- or even worse, punching a person- can be career limiting. Punching a coworker also falls under that no illegal things category. Youll probably get fired and might land yourself in prison. Learn to count to 10 before responding. If you find yourself yelling a lot, use your companys EAP and get some anger management help. It will save your career. You want your coworkers to like and respect you, and your boss to appreciate you and your work professionally. You want to make the time you invest at work happy time, too. So if you avoid these ten actions, what you want will come true, and youll have missed most opportunities for committing career suicide.

Customize this Outstanding Media Relations Manager Resume Sample

Customize this Outstanding Media Relations Manager Resume SampleCustomize this Outstanding Media Relations Manager Resume SampleIn media relations, your profession revolves around making connections, and the job search process is no different. To connect with employers, you need an effective resume that captures their attention. Using this media relations manager resume sample, found below, learn the techniques that can help you construct a job-winning resume. Discover how efficient, engaging language sets you apart from the competition.Writing a successful resume requires an understanding of the field, including the terminology and responsibilities involved. Use the example as a barometer to gauge how well you fare with other applicants. If you need additional help getting started, dont hesitate to utilize the handy resume builder.Create Resume Samuel Mustaine100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234example-emailexample.comProfessional SummaryExperienced Media Rel ations Manager with a strong understanding of the delicate balance between the information the media needs and the information the media wants. Proven history of professionally managing media communications, assisting corporate executives in sustaining a positive media image and helping public relations to be successful. Works to keep the media out of the companys business.Core QualificationsExternal Communication ManagementExecutive Media TrainingProfessional NetworkingDigital Communications AdministrationExecutive Level Correspondence ManagementLong-Term Marketing PlanningExperienceMedia Relations Manager, February 2010 May 2015Cornwell Incorporated New Cityland, CADeveloped a review system for all correspondence that was to be released to the press.Worked closely with executive gruppe on a media plan for all product releases.Created the companys first communications crisis management plan.Media Relations Manager, June 1994 October 2007Simmons Incorporated New Cityland, CAAdmi nistered a media relations training class for all executives.Developed a work flow chart for all press releases and outgoing correspondence.Created several layers of approvals for media information sent in response to a negative accusation.Education1994 Bachelor of Science, MarketingHemstead University New Cityland, CACustomize ResumeWhy Is This a Good Media Relations Manager Resume Sample?Before beginning your resume, you should have an idea of what an effective one looks like. The media relations manager resume sample lays out the format and illustrates the kind of information employers in the industry are looking for. The first section contains the summary statement. Here, you want to provide a concise description of your professional accomplishments and qualifications. Include your current title and key responsibilities, such as press releases and media outreach. The statement should be brief, no more than four or six lines.The second section of the media relations manager resu me sample provides a list of applicable skills for the position. Notice how the example lists industry-specific qualifications like executive media training and communication management, which fortify the writers credibility. Before drafting your core qualifications, research your field to find key terms and skillsets that reinforce your expertise. Furthermore, utilize descriptive qualifiers to boost the value of your skills. For example, in the sample resume, the writer uses words like long-term and executive-level to better illustrate the extent of his expertise.The experience section is the largest portion of your resume, though still concise. You have the opportunity to describe in more detail your career accomplishments and responsibilities. As you can see in the media relations manager resume sample, this section features your previous job titles with a list of six to eight bullet points underneath. Each bullet should describe a particular role or responsibility, augmented wit h performance data, specific metrics, and achievements.The education section, the final portion of your resume, should contain a concise list of your most recent degrees, certificates, coursework, and licenses. You do not need to go into detail simply include the institution, graduation year, and the degree or field of study. departure with your most recent education and proceed in reverse chronological order.Why You Need a Strong Media Relations Manager ResumeAccording to the Bureau of Labor Statistics, the projection for the increase in media relations manager jobs is six percent, which is on par with average industry growth. However, despite a promising outlook, you nevertheless need a resume that can help you stand out among the pool of applicants vying for the same position. The media relations manager resume sample illustrates how proper formatting and engaging content can better capture employer attention. Given that hiring managers typically spend no more than six seconds re viewing a resume, the sample utilizes a format that maximizes readability and clarity. An effective resume delivers the information efficiently, providing as much detail in as little space as possible.Costly Media Relations Manager Resume Mistakes To AvoidWhile there are some obvious mistakes you should avoid, such as spelling errors and misleading information, others are not so easy to miss. Beyond simple formatting mistakes, you should also be wary of writing in generalities. The information you provide employers should be specific, unique, and illustrative of your value. Additionally, you should avoid irrelevant content. Positions or skills in unrelated fields have no place on your resume. To get a better idea of the kind of information to include, revisit the media relations manager resume sample. Notice how the writer incorporates industry-specific skills and emphasizes his strengths in workflow management and executive communication. This language is more specific and effectiv e in demonstrating expertise than general tasks and responsibilities. Finally, avoid repetition in your writing. Vary your word choice to create a more engaging document. If you find yourself using the same language over and over, break out the thesaurus and select better words.ConclusionHaving reviewed the media relations manager resume sample and writing tips, youre ready to begin writing your own job-winning resume. Remember, you want to create a document that is both engaging and concise. Use active language and specific metrics whenever possible, and emphasize your career accomplishments. With practice and patience, you can construct a stronger, more effective resume.

Reasons Why Salary Transparency Is Gaining Popularity

Reasons Why Salary Transparency Is Gaining PopularityReasons Why Salary Transparency Is Gaining PopularitySalary transparency is an approach to pay and compensation that is the exact opposite of the longstanding norm among most employers, in which what the organization pays to whom is kept largely secret. The only exceptions normally are the compensation packages for senior executive officers at publicly-traded companies, which must be disclosed to the investing public in financial reports per SEC rules. If you have or want a career in menschengerecht resources, youwill know to justify the maintenance of opaque (as opposed to transparent) salary structures as a means to protect the privacy of individual employees and to avoid the outbreak of workplace jealousies and hostilities over differences in pay. While this is true, there are other, unspoken, reasons as well. These typically motivate the reluctance of most employers even to disclose the salary bands or salary ranges that apply to given job categories, job titles, job descriptions, and are related to discussions of salary policies and salary negotiation tactics. The Exception to Pay Transparency For sales personnel paid a commission basis, the pay formula, if not the actual amounts paid to each employee in sales job categories, is known and transparent. For example, in securities brokerage firms the broker payout gridis out in the open for all people paid thusly to see. The incentive structure is thus made clear to all concerned. In regards to the actual amounts earned by salespersons in fields such as securities brokerage (nowadays officially called financial advisory services), insurance sales or real estate sales, what the top earners are making is revealed through the existence of recognition events and recognition awards. The minimum production, gross sales or commissionsrequired to earn a given award are well-publicized, to give prestige to the winner and to offer incentives to everyone else. Sin ce the formula for converting these metrics into pay also is known, so is the minimum amount earned by the winners. Nonetheless, it is possible for a company with a commission-based pay formula to be opaque rather than transparent in this regard. That is so if the parameters of the pay formula differ by an individual employee, and those parameters, as well as the reasons for the differences therein, are kept secret by the company. A Study on Pay Transparency Chicago-based Challenger, Gray Christmas, a leading outplacement firm, believes that salary transparency probably will becomean increasingly hot topic in the next few years. According to their January 28, 2015 press release on the topic, While salary transparency is still far from widespread, the idea of instituting an open-book policy on what every employee earns is starting to gain traction. In a survey that they conducted among human resources professionals in the final quarter of 2014,13 percent responded affirmatively to the radical prostandort that employees should know exactly how much everyone at the company earns. Another 42 percent were in favor of a less extreme measure, agreeing that companies should only provide salary ranges for departments and positions. Thus, 55% favored some degree of salary transparency. On the opposite side of the ledger, 39% favored keeping all data on pay secret. A caveat with this study is its rather small sample.Challenger says that it contacted approximately 100 human resources professionals. The firm indicates that blind responses were submitted from a pool representing a variety of industries, regions and company sizes. Issues With Salary Transparency In his statement releasing the survey results, John A. Challenger, CEO of the firm that bears his name, made these salient points Small differences between co-workers salaries can lead to resentment and conflicts over who earns what.An employee with a higher salary may have a unique or in-demand skill.It may have taken a high salary to lure one worker from their previous employer.Maybe the higher earner is simply a more skilled and aggressive negotiator.Even if an employer reveals the reason for a certain workers higher pay, those earning less are likely to remain unhappy.Resulting acrimony could hurt morale and productivity, and spur increased turnover. Ways to Disclose Salary Ranges Challenger believes that, whilesharing individuals salaries is bound to be highly problematic, sharing information about the range of salaries for each position can make a great deal of sense. In particular, employees should be advised on what they can do to move toward the higher end of the scale. Offer varying levels of transparency depending on the employees level. The example that they offer is the North Shore-LIH Health System in New York, which was featured in a recentHR Magazinearticleconcerning salary transparency. This hospital system offers varying levels of transparency depending on the ca tegory of employee. Go fully public, inside and outside your organization. Union workers salaries are fully public under collective bargaining. Go semi-public by department or position. Nonunion workers only know the salary range for each position. That reflects the opinion of the42 percent of respondents to the recent Challenger survey that (also as noted above) favored disclosing information on salary rangesfor departments and/or job categories. Disclose everyones salaries within the entire company. On the extreme end of the spectrum, the proposition favored by 13 percent of survey respondents was that employees should know exactly how much everyone at the company earns. It is practiced by New York-based business analytics firm SumAll. They also were cited in the aforementionedHR Magazinearticle. If you choose full disclosure of everyones compensation in your company, John Challenger nonetheless notes Many believe that sunshine is the best disinfectant.It will help employees deter mine their value to the company.It will also force employers to really think about salaries and possibly fix inequities. Ultimately, the decision of whether to institute a policy of salary transparency, the level of transparency, and success of that policy, is likely to be determined by the culture of the company, John Challenger wisely notes. Moreover, he feels strongly that organizations must take a long and honest look at the cultures that they have created. In particular, he warns that opening up the books on salaries is not a magic cure-all. Indeed, in organizations that suffer from long histories ofdistrust, animosity, perceptions of favoritism, etc., such revelations are more likely to heighten tensions than to relieve them. Instead, salary transparency must be preceded by a fundamental change in the company culture that inevitably will take time. On the other hand, in a company with a highly collaborative workforce, engaged workers, open-door policies, and a bottom-up manage ment style salary transparency is likely to be a natural extension of the culture already in place.