Are You A Savvy Consumer? Tips For Smart Buying

Smart buying is not just about dollars. You very safety is often at stake...Pexels

So, you want to buy a baby crib? A treadmill for your home gym? Or a new car? If you’re smart, you’ll do plenty of homework to learn all you can about the safety of those products. And what about the food you eat, the cosmetics you use, and even that big screen TV you’re planning to pick up for this weekend’s Super Bowl watch party?

Hope you’ve done your homework. Literally every single product you and your family consume has the potential to cause you harm—if not physical harm, at least financial harm. To make the smartest buying decisions, you need reliable data. Not just anecdotal reports, but research-based, unbiased information.

A resource used by millions of Americans (as well as many others) is Consumer Reports, the nonprofit consumer organization dedicated to independent product testing, consumer-oriented research, public education, and consumer advocacy.

And to educate yourself on marketplace issues that affect your purchasing decisions, you can turn to Buyer Aware: Harnessing Our Consumer Power for a Safe, Fair, and Transparent Marketplace. The author is Marta L. Tellado, president and CEO of Consumer Reports.

Before joining Consumer Reports, Tellado served as vice president at the Ford Foundation, executive director of the Aspen Institute’s Domestic Policy Group, and vice president of the Partnership for Public Service. She earned her PhD at Yale University.

Rodger Dean Duncan: You note that Big Tech companies—Amazon, Google, Facebook, Apple—“have amassed enough muscle to snuff out rivals and co-opt ideas for start-ups.” In the face of that marketplace dominance, what’s the smartest approach entrepreneurs can take to get traction with new businesses?

Marta L. Tellado: What’s good for consumers is often good for entrepreneurs. A more competitive marketplace lifts all boats. We’ve seen increased concern around tech monopolies, creating a market opportunity for new businesses, especially those providing consumers with something the giants won’t. For example, DuckDuckGo, a search engine that values consumer data privacy, has been successful as a more consumer-friendly alternative to Google.

The voices of entrepreneurs and consumers will be critical in advocating for new laws countering the growth and concentration of market power in the hands of digital monopolies. Last year, several bills had bipartisan support, but they still didn’t make it to the finish line. This year, we need the help of entrepreneurs, who won’t be able to compete in a marketplace stacked against them. Big Tech won’t give up power willingly, so entrepreneurs and consumers must work together to change the digital economy.

Duncan: When using the Internet, what steps can consumers take to prevent their private information from being misused?

Tellado: When we surveyed consumers in 2022, only 7% of people were very confident that their personal data was private and not distributed without their knowledge. It’s justified – countless companies are selling your information to the highest bidder.

That’s one reason CR created our free Security Planner, which takes you through a step-by-step process to improve control over your data and strengthen your online security, like keeping your operating systems up-to-date and setting up multi-factor authentication to protect accounts.

Duncan: It’s clear that devices like Amazon’s Echo and Google Home have the ability to eavesdrop on private conversations. What other kinds of household devices should privacy-minded consumers be cautious in using?

Tellado: The short answer is – anything with an internet connection. People should be especially wary of devices with microphones or cameras. A CR investigation found that video doorbells can record conversations from 20 or 30 feet away. That has serious implications for private conversations in your own home or even when walking by your neighbor’s house.

Duncan: The bomb-throwers all along the political spectrum accuse each other of peddling fake news and misinformation. What are your suggestions for staying informed by reliable, non-biased sources?

Tellado: It’s gotten harder to distinguish fact from fiction online. We rely on the internet for shopping, news, and more, but the burden is too often on consumers to determine what’s unbiased, what’s an ad, and what’s misinformation.

That’s part of why our 6 million members joined Consumer Reports. They know we’re an independent nonprofit, that science guides our work, that we buy the products we test, and that we never accept advertising. Those commitments build trust.

So if you’re turning to online sources that are not transparent about their business model, my advice is to question the authenticity of anything you read. Check if it’s “sponsored” content, meaning it’s advertising. Caution costs only a few minutes, while the alternative could cost much more.

Duncan: All the hubbub around Covid issues—lockdowns, mask mandates, propaganda campaigns regarding vaccines—damaged the reputations of previously credible sources and institutions. What can be done to restore public confidence in what the “experts” say about important health issues?

Tellado: Widespread concern about COVID has been warranted. Millions have died, businesses shut down, and our way of life changed practically overnight. That said, public confidence was shaken in part because of confusion about the scientific process. Science is based on the best available information, and it changes with new data. It makes sense that guidance evolved as we learned more. This was a singular moment when the data and science around a life-threatening virus were evolving in real time with human lives at stake. We were learning new things everyday, and that made the environment ripe for misinformation.

Unfortunately, while we live in a world where life-saving information can reach people instantaneously through social media, we don’t have systems in place to moderate or stop the spread of dangerous misinformation.

That’s where platform accountability comes in. It is literally a life and death issue. Companies must take their responsibility to combat obvious fraud and misinformation seriously. If they won’t rethink their approach to moderation, consumers will need legal reforms to compel them.

Duncan: What long-term effect do you expect Elon Musk’s take-over of Twitter will have on free speech?

Tellado: Platforms are private, so free speech is not intrinsically guaranteed. But given their millions, and in some cases billions, of users, Twitter, TikTok, Facebook and others have become the public square. This is where consumer rights are truly civil rights, but our legal framework has not caught up with the realities of the digital marketplace.

It’s cause for alarm when a company of Twitter’s scale removes guardrails and experts required to review questionable and dangerous content while silencing journalists and other voices on the platform for critiquing the owner. Rather than focus on one company or leader, we need a radical rethink of accountability, so that our digital lives reflect and support the rights we have secured in our offline lives.

Duncan: What role does free speech play in consumers’ confidence in the products and services they buy?

Tellado: Free speech and consumer power are innately linked: Markets are about supply and demand, and consumers need the free flow of information to be able to effectively demand more and better.

As consumer advocates, we’ve seen attempts to silence us. One example is the resistance we faced from the Consumer Product Safety Commission when we wanted to educate consumers about Fisher-Price’s Rock ‘n Play, an inclined sleeper that, along with its knockoffs, was eventually linked to over 100 infant deaths. Fisher-Price knew that the product was dangerous, and so did the CPSC, but it took years to get it recalled, in part because a loophole, called Section 6(b), requires the CPSC to seek companies’ permission before releasing information about their products.

CR only found out about the deaths because of a bureaucratic snafu: the CPSC mistakenly released the information to us when they failed to redact the manufacturer’s name in a dataset about deaths related to sleepers.

When we reached out for comment, the CPSC’s lawyers sent us letters demanding the data be destroyed and not published – the government was attempting to suppress free speech, putting children in danger. We had a choice: Back down to the pressure or go forward with our report, regardless of the consequences.

We were confident in our First Amendment rights and moral place: put consumers first – put these children first. Two weeks after we published our exposé, Fisher-Price recalled millions of sleepers, and last year, we secured a federal law banning these dangerous infant products.

It shows how our right to speak out against our system is critical to building a better marketplace for all.

Duncan: One of the sub headlines in your book is “Algorithms Have a Race Problem.” Tell us about that.

Algorithms are decision making tools that permeate everything from what you see online to how much you pay for services, but they aren’t visible or transparent.

Algorithms themselves don’t harbor discriminatory attitudes, but they’re designed by humans steeped in societal bias. A 2018 CR investigation found car insurance pricing that was based on zip code, not driving record, leading to higher prices for communities of color. Similarly, using education and income levels in algorithms deciding insurance pricing perpetuates discrimination in the marketplace that we’ve fought to erase.

When our economic agency is undermined, so is our power to function as free, equal members of our democracy. That’s why consumer rights are civil rights. Companies must view their product and service design through a lens of safety and fairness, and responsible AI is essential.

Duncan: How can the average citizen help build a consumer-first marketplace?

Tellado: My book is called Buyer Aware because the first step is awareness.

We must recognize our personal power as consumers. We may go to the polls a few times a year, but we’re in the marketplace every day. Hold companies accountable with your business. Report dangerous products to government agencies. Use consumer tools to strengthen your rights, like CR’s Permission Slip, an app to help you control what personal data companies keep about you.

We’re also a collective force and need to demand change. I’ve seen how people can transform the marketplace and save lives. In December, Congress passed the STURDY Act to help prevent deadly furniture tip overs. That victory wouldn’t have been possible without parents who lost children to irresponsibly-built furniture coming together and demanding guidelines putting human life first.

You can go to BuyerAware.CR.org to find other ways to take action, from getting lead out of your favorite dark chocolate to ending loopholes for predatory lenders that leave you in a whirlpool of debt.

Duncan: What question do you wish I had asked, but didn’t … and how would you respond?

A question I get a lot is: Things seem bleak—can they get better?

When people ask that, I think of Rachel Carson. When she wrote Silent Spring in 1962, we were fighting against environmental threats we often couldn’t see, feel, touch, or taste. But citizen voices prevailed over giant corporations and unrestrained use of harmful chemicals.

Today, we’re battling a new set of harms we can’t always see in the digital world where the pace of technology has outrun consumer protections, from biased algorithms to companies selling our personal data.

I think we’re turning a corner and seeing a new generation of consumers demanding more ethical behavior from companies. 77% of Gen Z say they consider ethics and social impact when forming opinions of a company.

We’re also seeing some victories, like the Federal Trade Commission fining telemedicine company GoodRx $1.5 million after a CR investigation exposed it shared customers’ sensitive health information with third-parties. And New York ended the year on a high note for consumers by passing the Digital Fair Repair Act, which gave New Yorkers more control and choices in how they repair their electronics, saving them money and cutting down on waste.

Change is possible, but won’t happen unless we demand it—unless we use our consumer power and work with companies and government to build a more fair, transparent, and safe marketplace.

For the past 40 years I’ve consulted and coached leaders from the factory floor to the boardroom in some of the world’s best companies in multiple

Source: Are You A Savvy Consumer? Tips For Smart Buying

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How Bullying Manifests at Work and How To Stop It

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The term workplace bullying describes a wide range of behaviors, and this complexity makes addressing it difficult and often ineffective. For example, most anti-bullying advice, from “anger management” to zero-tolerance policies, deals with more overt…

While the organizational costs of incivility and toxicity are well documented, bullying at work is still a problem. An estimated 48.6 million Americans, or about 30% of the workforce, are bullied at work. In India, that percentage is reported to be as high as 46% or even 55%. In Germany, it’s a lower but non-negligible 17%. Yet bullying often receives little attention or effective action.

To maximize workplace health and well-being, it’s critical to create workplaces where all employees — regardless of their position — are safe. Systemic, organizational-level approaches can help prevent the harms associated with different types of bullying.

The term workplace bullying describes a wide range of behaviors, and this complexity makes addressing it difficult and often ineffective. Here, we’ll discuss the different types of bullying, the myths that prevent leaders from addressing it, and how organizations can effectively intervene and create a safer workplace.

The Different Types of Bullying

To develop more comprehensive systems of bullying prevention and support employees’ psychological well-being, leaders first need to be aware of the different types of bullying and how they show up. We’ve identified 15 different features of bullying, based on standard typologies of aggression, data from the Workplace Bullying Institute (WBI), and Ludmila’s 25+ years of research and practice focused on addressing workplace aggression, discrimination, and incivility to create healthy organizational cultures.

These 15 features can be mapped to some of the common archetypes of bullies. Take the “Screamer,” who is associated with yelling and fist-banging or the quieter but equally dangerous “Schemer” who uses Machiavellian plotting, gaslighting, and smear campaigns to strip others of resources or push them out.

The Schemer doesn’t necessarily have a position of legitimate power and can present as a smiling and eager-to-help colleague or even an innocent-looking intern. While hostile motivation and overt tactics align with the Screamer bully archetype and instrumental, indirect, and covert bullying is typical of the Schemer, a bully can have multiple motives and use multiple tactics — consciously or unconsciously.

Caroline mediated a situation that illustrates both conscious and unconscious dynamics. At the reception to celebrate Ewa’s* national-level achievement award, Harper, her coworker, spent most of the time talking about her own accomplishments, then took the stage to congratulate herself on mentoring Ewa and letting her take “ownership” of their collective work. But there had been no mentorship or collective work.

After overtly and directly putting Ewa down and (perhaps unconsciously) attempting to elevate herself, Harper didn’t stop. She “accidentally” removed Ewa from crucial information distribution lists — an act of indirect, covert sabotage.  

In another example, Ludmila encountered a mixed-motive, mixed-tactic situation. Charles, a manager with a strong xenophobic sentiment, regularly berated Noor, a work visa holder, behind closed doors — an act of hostile and direct bullying. Motivated by a desire to take over the high-stakes, high-visibility projects Noor had built, Charles also engaged in indirect, covert bullying by falsifying performance records to make a case for her dismissal.

Workplace Bullying Myths

Common myths about bullying — for example, that it’s simply “holding people to high standards” or having a “competitive personality” — suggest that bullying does not harm and may even spur performance. However, bullying and the myths about it hinder outcomes.

A common assumption is that bullies are often star performers and that high performance justifies bad behavior. However, the actual star performers are more likely to be targets than bullies. Bullies are usually mediocre performers who may appear to be stars, while in fact they often take credit for the work of others. Moreover, bullies are not motivated by organizational goals.

They’re driven by self-interest, often at the expense of organizations. Research indicates that bullies often envy and covertly victimize organization-focused high performers — those who are particularly capable, caring, and conscientious. Not only are bullies not the stars, but one toxic employee negates the gains of the performance of two superstars and likely creates additional costs.

The “motivation” myth justifies bullying as “management” or “motivation,” helping low-performing individuals improve. Indeed, low performers are more likely to experience bullying than mediocre ones — but it does not help them improve. Rather, it can further hinder performance, creativity, collaboration, and delivering on business goals due to employee distress.

Ineffective Interventions

Research has thoroughly documented that bullying is detrimental to individuals’ productivity and organizational outcomes. Unfortunately, even when organizations attempt to address it, the interventions are rarely effective.

Traditional methods of addressing bullying tend to be unsuccessful for several key reasons…..Read more…

Source: How Bullying Manifests at Work — and How to Stop It

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Four Ways To Create a More Inclusive Workplace

Getty Images (Image credit: Getty Images)

If diversity means celebrating our differences we must respect and value a balanced range of perspectives and ensure we have a range of different voices in our team that are equally supported and heard.

Corporate culture, like many other parts of our patriarchal societies, have been designed with the lived experience of straight, white men in mind. But what about the rest of us? What efforts can we each make to turn our offices into environments where all professionals, regardless of their background, can flourish? Here are four ways to make work more inclusive:

1. Take stock of the identities that dominate your office

Research shows our lived experiences shape everything from how we think about the world to our motivations and cultural behaviours. Is there a particular type of person that’s well represented across the leadership team and beyond? If so, how could that dominant identity group impact company culture and views?

What risk is there that certain perspectives represented amongst your customer or client base are being missed due to your team make up? Spark up conversations with your team about whose voices matter to your work but are not represented in the team. Think of ways to expand your community and outreach to include these voices.

2. Recognize where you have privilege and therefore blind spots

Professor Michael Kimmel famously said, “Privilege is invisible to those who have it.” That means that privilege i.e. unearned advantages we gain through our identity, which we have no choice over, can be difficult to discern unless we actively consider the experiences of other people in our society who don’t share the same opportunities, choices and other advantages we have.

For example, as a cis gender heterosexual woman I have never had to experience the anxiety that comes with using a restroom in public buildings, or fear violence when walking hand in hand with my partner on holiday in exotic countries.

3. Get comfortable with being uncomfortable

Look at the tragic events we’ve witnessed these past few years from the murder of George Floyd to the fatal shooting of Chris Kapa, both at the hands of the police. And let’s not forget the death of Belly Mujinga, who passed away from coronavirus which she contracted after an infected passenger spat at her at the station where she was working.

It is undeniable that our identify has a huge impact on how we navigate the world, and it has a huge impact on how others treat us. This is an uncomfortable truth that we must engage with regularly so we can take action to make the world more fair and equitable. Be willing to challenge racism, and other forms of discrimination wherever you hear them or see them.

4. Focus on your vision of the future

Fighting for equality and fair treatment of all identities takes guts. It’s not easy. The more you become aware of privilege and discrimination, the more you will see it play out in everything from the media, think about toxic headlines in the newspapers, to banter at the office, think of the types of jokes you’ve heard that made you stop and think. What has helped me do the work I do, challenging bias wherever I see it, is focusing on the future.

In the future I want to see more women especially Black women and other women of colour, leading teams and companies and really – doing whatever they want. Without the obstacles they face today. I wish this for all marginalised identities underrepresented at work everywhere.

Abadesi Osunsade is the Founder and CEO of Hustle Crew, a careers community for the underrepresented in tech and a diversity and inclusion consultancy on a mission to make teams more inclusive. Hustle Crew Membership is for anyone who wants to be an inclusion ambassador in their community, with weekly resources and monthly workshops to teach you how to drive change from £12/month. 

By: Niamh McCollum

 

Niamh McCollum is Features Assistant at Marie Claire UK, and specialises in entertainment, female empowerment, mental health, social development and careers. Tackling both news and features, she’s covered everything from the rise of feminist audio porn platforms to the latest campaigns protecting human rights.

Source: Four ways to create a more inclusive workplace | Marie Claire UK

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Critics by University of Massachusetts Global

As you analyze your own company culture, you’re likely wondering if your team has cultivated a positive or negative experience for your employees. If your company has difficulty attracting top talent or exhibits low employee morale, McCusker says these could be signs that your workplace culture needs improvement.

“I absolutely believe you can reverse a negative company culture — however it takes a lot of work, and likely some significant changes,” she adds. “It’s not a project, it’s a movement.”

Creating a positive company culture: 4 Expert tips

McCusker explains that the key to creating a positive work culture is knowing that it cannot be reverse-engineered. What works for one company, she elaborates, can’t be authentically replicated elsewhere. This is because workplace culture is not something that’s owned.

“It is the result of millions of little decisions over the lifetime of a company,” she says. “Because it’s organic, it will quickly change when left untended.”

As you strive to cultivate and maintain a positive culture within your organization, consider the following four pieces of advice from our business experts.

1. Identify your organization’s core values

While there’s no surefire recipe for achieving positivity within your work environment, every organization can benefit by analyzing a few key aspects of its identity. Sam Pardue, CEO and founder of window insert company Indow, highlights three cornerstones of a positive work culture: mission, vision and values. “They are simple, but hard to execute in a credible way,” he says, noting the following about each:

  • Mission provides the intrinsic motivation which makes employees excited to accomplish great things at work.
  • Vision helps them understand the destiny they are helping to create.
  • Values are the ways everyone agrees to work together.

If you hope to build up an employee base that is passionate, engaged and productive, begin by identifying a foundational mission your workers will find exciting.

2. Establish trust by representing those values

Culture coach and consultant Lizz Pellet notes that workplace culture travels from the top down. “Leaders create culture,” she says. “How members of a group take their culture cues is the way they see and perceive how the leader behaves — so what leaders focus on is critical.”

Pellet explains that if an organization’s leadership team is employee-focused, empathetic and authentic, it will send a calming message to employees that their leaders are there for them. That can help keep help improve engagement, productivity and even profitability.

McCusker agrees that cultural representation among leadership teams is crucial: Having a positive culture means seeing leaders at all levels living the values out loud. “It means having an employee experience that, at all touch points, is reflective of the company’s beliefs and values,” she adds.

3. Maintain clear and consistent expectations

One element most all of us need to achieve a sense of harmony is consistency. While teams across industries strive to achieve innovation in their product offerings, predictability is actually something many employees seek in a positive work culture. Pardue says it’s critical that your workers are able to fully grasp what’s expected of them.

“Employees want to know what the rules are, and that they will be enforced equally and in a predictable way,” he offers. “Unpredictability in management actions causes contempt and distrust — and ultimately destroys the culture.”

McCusker agrees that maintaining expectations at every level is essential. “I once heard a CEO say that if you are not willing to fire your top performing employee over behavior that is inconsistent with the culture, then your culture is not very strong and you do not truly believe in it.”

4. Ensure your employees feel valued

Creating a positive work culture isn’t simply about workplace happy hours and catered Friday lunches, notes senior partner at Partners in Leadership Jared Jones. “Real culture is rooted in an employee’s daily experiences, which in turn shape their beliefs,” he says. “These beliefs inform their actions, and actions lead to results.”

One survey from the American Psychological Association (APA) found that over 90 percent of employees who feel valued at work say they’re more motivated to do their best. That drops to just 33 percent among employees who don’t feel valued by their employers.

“Companies led by executives who create positive experiences by consistently offering and asking for constructive feedback, recognizing employees’ efforts during company meetings and even just saying ‘thank you’ on a regular basis lay the groundwork for a positive workplace culture,” Jones explains. He adds that the more employees see this type of behavior, the more valued and connected to the organization’s goals they’ll feel.

Build a positive workplace culture

Investing in your organization’s wellbeing calls for an honest assessment of your company ethos. Take time to analyze what’s working and what isn’t. Then, let the insight from our business experts guide you in creating a positive work culture that can support your organization’s future success.

Once you lay a good foundation, it might feel like the sky’s the limit. You can learn to harness that energy and funnel it into positive results from the beginning by setting goals that are both challenging and attainable. Learn more by reading our article, “How to measure organizational performance: The secret to effective goal setting.”

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Related contents:

MPs to examine civil service office plans amid ‘seismic shift’ in working culture Civil Service World

There are 7 types of bosses, says workplace culture expert—and only 1 is worth working for CNBC

 
 
 
17:09 Wed, 05 Oct
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Pay Transparency Laws Can Help Fix The Wage Gap But Not Erase It

Coming soon to a job posting near you: Knowing how much it pays.Getty Images

A series of local and state laws, both newly adopted and soon to be in effect, will force companies to divulge what a job pays when posting an open position. Besides being common sense, the intent of these laws is to shrink the persistent wage gap that divides white men from women and people of color. Lowering the pay gap would be an important step forward for equality in the US, affecting everything from Americans’ quality of life to how they see themselves.

But while pay transparency is a much-needed improvement, a lot more is needed to truly create balance for all Americans. In the US, women and people of color get paid less than white men, regardless of job or experience. Pay gaps often begin at the start of careers, then compound over a lifetime as women and people of color are less likely to get raises. A variety of other factors contribute to the gap as well, like the motherhood penalty, wherein women who take time off paid work to care for kids are paid nearly 40 percent less than those who don’t.

There’s occupational segregation, in which jobs that are filled predominantly by women or people of color, like home health aides or food service workers, are paid less.  (The pay and prestige of computer science, for example, rose only as more men entered the field.) Women and people of color are also seriously underrepresented in leadership positions, which are paid the most. In sum, that means the median hourly wage for women is 86 cents per hour for every dollar a man makes. Black women make 68 cents.

There’s been little progress on closing the pay gap in the last three decades. Enter this new spate of pay transparency laws. “Transparency is one of the leading tools we’ve identified for closing the wage gap,” Andrea Johnson, director of state policy at the National Women’s Law Center, told Recode. “It is absolutely crucial for both increasing worker power and employer accountability.”

While some of the new pay transparency laws protect workers’ rights to discuss pay without retaliation, others go further. Laws that prevent employers from asking candidates about their salary histories, which have been cropping up from Connecticut to Hawaii in recent years, keep past pay inequality from informing how much a person makes at their next job.

Most promising are laws that require employers to post the pay range for a job when they first start recruiting. One such law went into effect in Colorado in 2021. One in New York City goes into effect in November, while California’s and Washington’s go into effect in January. New York’s governor is expected to soon sign a state-wide law of this nature that would go into effect next year.

Disclosing a pay range lessens the likelihood implicit bias will creep into new salaries because it changes the need for negotiating salary, which typically works out unfavorably for women and people of color. When women ask for raises (which they do as much as men), for example, they’re simply less likely to get them.

“Whenever we take negotiation out or reduce the role of individual negotiation, pay-setting tends to get more equal,” Ariane Hegewisch, senior research fellow at the Institute for Women’s Policy Research, told Recode.

The very act of establishing a pay range for a position forces companies to evaluate their compensation practices and potentially fix disparities between existing employees. Finally, pay transparency for new roles would allow already-employed people to negotiate for better pay if they’re making less than others in similar positions. Relying on workers to identify and negotiate the difference is obviously imperfect, but it will certainly help.

“It’s very simple: The more data that’s out there, the better positioned talent can be to know how much they’re worth,” said Josh Brenner, CEO of Hired, a hiring platform that releases an annual study on the wage gap in tech. The company’s software also notifies employers when it detects bias in their salary offers (Hired said the nudge results in updated salary offers about 5 percent of the time, and those offers are on average 11 percent higher).

While research on the effects of pay range laws is new and therefore limited, experts point to the much smaller pay gaps in the public sector and at union jobs, where salaries are more transparent and regimented. For transparency efforts to be successful, the ranges can’t be too large and companies have to be actively penalized for not following pay transparency rules.

Research on Colorado’s new pay transparency law showed that the fraction of job postings with salary information has so far grown 30 percentage points since the law went into effect in 2021, but more compliance is expected over time. Data shared by compensation software company Payscale showed that employees working at companies with pay transparency make 7 percent more than employees with the same job and qualifications at companies without that transparency.

And although these laws are being set at the city and state level for now, it’s possible their effects will reverberate outside of those municipalities, influencing companies to voluntarily share pay information, whether it’s to simplify job posting or to attract talent in a tight hiring market.

“I would say about half of our customers came to us without any requirements on the legal end that they have to post,” said Payscale senior corporate attorney Lulu Seikaly, referring to company inquiries about setting pay ranges. “They know with states like California, Washington, New York, and Colorado being forced to post their salary ranges, they’re going to be also forced to post their salary ranges just to get the talent in the door.”

Other strategies to close the pay gap

Extending these pay transparency laws to existing positions — rather than just new job postings — and to more companies in more states would be even more effective. But pay transparency alone won’t completely close the pay gap. “There is no silver bullet,” Elise Gould, senior economist at the Economic Policy Institute, said. “But I think pay transparency moves us in the right direction.”

While the experts Recode interviewed for this story expect that pay transparency laws will certainly lessen the pay gap, they don’t think that will mean women and people of color will all of a sudden have truly equal pay. As we know, the pay gap is caused by a number of issues, so it will likely take a variety of tactics to solve it. Here are some that experts told us would help.

The National Academies of Sciences, Engineering, and Medicine, in an independent review of the data collection, recently found, unsurprisingly, that doing so is a key tool to combat pay discrimination, and recommended that the EEOC broaden and strengthen its data collection (the Trump administration stopped the practice but it’s expected to return under Biden).

Going a step further and making that data publicly available could do more to compel companies to rectify their wage gaps, rather than waiting for discrimination charges to make them do so. Additionally, better funding for the EEOC would make the organization better able to address the pay discrimination complaints they handle.

Raise the minimum wage: Part of the reason for the pay gap is that women and people of color are overrepresented in the lowest-paid industries. Therefore, raising the federal minimum wage, which has been stuck at $7.25 since 2009, would disproportionately help women and people of color and would go a long way toward lessening their pay gap.

Affordable, high-quality child care: There’s a child care crisis in America, and it deeply hurts the career prospects of women, who shoulder more child care duties. Without adequate child care, women will continue to be pushed out of the workforce and their wages will continue to suffer. The sector needs more government investment, which will in turn improve the personal and working lives of women.

Make it easier to unionize: Unions help rationalize pay bands and lower the wage gap, but it is incredibly difficult to unionize in the US. Passing the PRO Act, which is stalled in the Senate after passing the House, would make the unionization process easier, and more unions means more pay equality.

Of course, all of this is easier said than done, and it will take a long time for the wage gap to disappear. But the new transparency laws show that progress is possible, and so are more changes on the horizon.

By:

Source: Pay transparency laws can help fix the wage gap — but not erase it – Vox

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COVID Relief Loans Didn’t Add Up For LGBTQ-Owned Businesses

After Lisa Smith, 60, was rejected for a Paycheck Protection Program loan that would have helped pay the utility bills at her business, she decided to sell her house and move into the back storeroom of Compass Tea Room. The business is the only designated safe space for LGBTQ people in the small mountain town of Luray, Virginia, Smith said.....Claire Thornton
LGBTQ-owned small businesses received COVID-19 relief funds at a lower rate than their non-LGBTQ counterparts, even as they were more likely to apply for loans during the pandemic, according to researchers.

The report, published by the Center for LGBTQ Economic Advancement and Research and Movement Advancement Project, analyzed data from the Federal Reserve Banks’ annual Small Business Credit Survey, which included questions about LGBTQ identities for the first time in 2021.

Experts told USA TODAY that “poorer economic conditions” on average among LGBTQ-owned small businesses hurt them when it came time to apply for COVID relief – even though Congress said it “targeted funding to the smallest and minority-owned businesses.”

Paycheck Protection Program loan applications included a section where businesses could report being woman-owned, minority-owned or veteran-owned. But the Small Business Administration, which administered PPP loans, did not include a section “for business owners to distinguish their businesses as LGBTQ-owned,” the SBA told USA TODAY in a statement.

“The lack of visibility of queer people really does mean that our concerns are overlooked,” said Spencer Watson, executive director of CLEAR. After 60 years of queer political activism, they said, “It’s time for our government institutions to wake up and realize that they need to support queer communities.”

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Even if loan providers weren’t discriminating against businesses because of their LGBTQ ties, the percentage of businesses rejected for loans indicates underlying systemic economic discrimination, said Logan Casey, a policy researcher at MAP.

The report, published this summer, found a greater share of LGBTQ-owned small businesses (57%) applied for PPP loans during the pandemic, compared to non-LGBTQ-owned businesses (47%). But only 54% of LGBTQ-owned businesses got the funds they applied for, compared to 68% of non-LGBTQ-owned small businesses.

How Small Business Administration rule may ease LGBTQ biases in lending

In addition to being in poorer financial health, LGBTQ-owned small businesses were more likely to report they thought they were rejected for loans because “lenders do not approve financing for businesses like mine,” according to the report.

Historically, lenders have been prohibited from making loans to LGBTQ-related businesses, and that precedent is still affecting loan application decisions, Watson said.  They pointed to a rule still on the books of the SBA that says businesses that get revenue from products or displays with a “prurient sexual nature” are not eligible for loans.

“You can imagine all these different scenarios where, if a person doesn’t approve of whatever it is, these broadly categorized and poorly defined restrictions give them a venue for covering the discrimination behind that decision,” Watson said.

If a loan provider is not familiar with LGBTQ culture or the LGBTQ community, they may also be less likely to grasp a business concept and more likely to reject a loan application, Watson said.

The Equality Act, passed by the House of Representatives in 2021, would enact non-discrimination protections for LGBTQ people in credit and banking. The bill’s future in the equally-divided Senate is uncertain, even a year after it passed the House.

How financial discrimination can become ‘a self-fulfilling prophecy’

When Lisa Smith, who owns Compass Tea Room in Luray, Virginia, was rejected in fall 2020 for a $2,500 PPP loan that would have helped pay utility bills, her best remaining option was to sell her home and move into the back storeroom of her business with her dog, Loki.

She was rejected by the SBA because she is her only employee and doesn’t have documentation of paychecks, she said. “Basically, my register is my ATM,” Smith said.

Money from the Paycheck Protection Program could have been used for “mortgage interest, rent, utilities, worker protection costs related to COVID-19, uninsured property damage costs caused by looting or vandalism during 2020, and certain supplier costs and expenses for operations,” according to the SBA‘s website.

“Sole proprietors, independent contractors, and self-employed persons” were eligible for the loans, as well as bigger companies, according to the SBA. But experts told USA TODAY that people who didn’t have much experience getting their businesses financed before the pandemic were at a disadvantage.

So when Smith, who identifies as queer, dipped into personal funds to keep her business open, she became part of a larger trend.

“Economic insecurity at higher levels in our community to start with, that makes for businesses being on rockier footing to start with. And then continuing to face that discrimination in financing becomes a self-fulfilling prophecy,” Casey said.

LGBTQ-owned small businesses that participated in the Federal Reserve Banks’ survey said they thought they were rejected because they had profitability issues, poor credit ora lack of paycheck documentation – like Smith, according to the report.

In general, banks were more willing to lend to more established and profitable businesses, which perpetuates the financial shakiness of businesses in marginalized communities, Watson said.

Banks “trusted their large partners” during the pandemic, leading to many loans being given to “large businesses that didn’t really need it but were probably good bets,” Watson said.

That’s one reason why “we’re seeing that these smaller LGBTQ-owned businesses didn’t maybe get as much,” Watson said.

WHAT DOES THE ‘B’ IN LGBTQ STAND FOR? The difference between bisexuality and pansexuality.

Businesses that were able to get PPP loans are still eligible to have the loans forgiven, according to the SBA. But LGBTQ-owned small businesses also fared worse than their non-LGBTQ counterparts on forgiveness.

The report from CLEAR and MAP found 78% of LGBTQ-owned businesses got full forgiveness for the loans, compared to 88% of non-LGBTQ-owned businesses.

Because they didn’t get the financial support “they were owed,” Watson said, “LGBTQ-owned businesses are going to recover much more slowly from the pandemic and continue to suffer scars from this period.”

By: Claire Thornton

Source: COVID relief loans didn’t add up for LGBTQ-owned businesses: study

Critics:

SBA’s Network for LGBTQ+ Businesses aims to bring focus on economic empowerment in the LGBTQ+ business community by providing access to the U.S. Small Business Administration’s programs and services.

Business owners can use our local assistance tool to find nearby offices and resources. There, you can get counseling on whether our 8(a) Business Development Program is right for you.

The SBA conducts outreach to be more inclusive of LGBTQ+ business owners, and our staff welcomes and recognizes the importance of greater inclusion at all levels and in all communities.

A number of District Offices have a strategic alliance with the LGBTQ+ business community.

Interested in certifying your LGBTQ+-owned business? The National LGBT Chamber of Commerce offers a certification for LGBTQ-owned small businesses.

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7 Minutes Kit                    https://jvz8.com/c/202927/374505/
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Ad Raven                       https://jvz4.com/c/202927/382796/
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AdRaven                          https://jvz3.com/c/202927/382851/
Adsense Machine                  https://jvz2.com/c/202927/290487
Adtivate Agency                   https://jvz3.com/c/202927/383706/
AdvertSuite            https://jvz1.com/c/202927/335011/
AdzHero                      https://jvz2.com/c/202927/366972/
AffiliateMatic                 https://jvz3.com/c/202927/381148/
Agency Client Finder                        https://jvz3.com/c/202927/384619/
AgencyScale                          https://jvz4.com/c/202927/383111/
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AIWA Commercial              https://jvz2.com/c/202927/365061
ALL-in-One HD Stock                   https://jvz4.com/c/202927/381560
Animaxime                   https://jvz2.com/c/202927/383307/
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Appoint B Agency                     https://jvz1.com/c/202927/384630/
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Appowls                     https://jvz4.com/c/202927/381231/
Art Of Living                       https://jvz4.com/c/202927/382425/
Audiencetoolkit              https://jvz6.com/c/202927/302715
Aweber Crash Course                     https://jvz6.com/c/202927/383057/
Backlinkindexer           https://jvz6.com/c/202927/88118
BettingMaster      https://jvz2.com/c/202927/387079/
BevTraders                               http://www.bevtraders.com/?ref=arminham
Big Audio Club                       https://jvz6.com/c/202927/380087/
BigAudio Club                   https://jvz2.com/c/202927/380877/
Boost Optimism                    https://jvz2.com/c/202927/380692/
BrandElevate                  https://jvzoo.com/c/202927/381812
BrandElevate                https://jvz4.com/c/202927/381807/
Bybit Crypto Trade                  https://www.bybit.com/en-US/invite?ref=ALEXP
CanvaKitz                     https://jvz4.com/c/202927/379051/
ChatterPal Commercial                 https://jvz8.com/c/202927/324615
Clientfinda                     https://jvz8.com/c/202927/370806
Clipsreel                             https://jvz3.com/c/202927/372682
Commission smasher          https://jvz3.com/c/202927/376879
Content Gorilla              https://jvz2.com/c/202927/330783
Content Tool Kit                     https://jvz3.com/c/202927/329145/
CourseAlly eLearning                      https://jvz4.com/c/202927/384759/
CourseReel                        https://jvz2.com/c/202927/355249
Courserious                       https://jvz8.com/c/202927/360397/
Coursova                         https://jvz1.com/c/202927/376527
Creaitecontentcreator          https://jvz1.com/c/202927/376986
Credit Repair                        https://jvz8.com/c/202927/377815/
Crypto Kit                     https://jvz8.com/c/202927/383809/
Crypto Rocket                     https://jvz6.com/c/202927/378113/
Crypto Underworld                           https://jvz8.com/c/202927/374345/
Dealcheck                                  https://dealcheck.io?fp_ref=armin16
Design beast               https://jvz6.com/c/202927/371547
Designa Suite License                  https://jvz2.com/c/202927/297271
Develop Self Empowerment                 https://jvz6.com/c/202927/383094/
DFY Content Club                 https://jvz6.com/c/202927/381337/
DFY Suite                    https://jvz3.com/c/202927/381194/
Diabetes Guide                       https://jvz2.com/c/202927/358870/
Diddly Pay’s DLCM                  https://jvz2.com/c/202927/315596
Diet fitness diabetes              https://jvz1.com/c/202927/286851
Domainname                  https://jvz6.com/c/202927/377005
Dominate Email             https://jvz4.com/c/202927/386980/
Dropshiply                   https://jvz3.com/c/202927/383483/
DUX Forex Signals                        https://jvz3.com/c/202927/128215/
EBook Agency                        https://jvz2.com/c/202927/384573/
Ejaculation Total                     https://jvz2.com/c/202927/75989/
Email Monetizer                     https://jvz2.com/c/202927/386337/
EngagerMate                         https://jvz8.com/c/202927/328172
EngageYard                     https://jvz2.com/c/202927/383051/
Extreme Adz                 https://jvz8.com/c/202927/379244/
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EZ Local Appointmen                            https://jvz2.com/c/202927/385180/   t
Ezy                https://jvz1.com/c/202927/381935/
Ezy MultiStores               https://jvzoo.com/c/202927/381935
Facebook Cash Machine                 https://jvz4.com/c/202927/382333/
Facedrip                          https://jvz1.com/c/202927/376325/
FaceSwap                 https://jvz4.com/c/202927/381768/
Fade To Black                   https://jvz2.com/c/202927/344541
Fanpage                          https://jvz4.com/c/202927/144349
Fitness Nutrition                    https://jvz4.com/c/202927/353334/
Followup Builder                         https://jvz3.com/c/202927/386313/
Forex Atlatian                        https://jvz8.com/c/202927/25069/
Forex Blizz                             https://jvz8.com/c/202927/144577/
Forex Blue Stark                      https://jvz3.com/c/202927/47481/
Forex expert                   https://jvz1.com/c/202927/376877
Forex Hybrid Scalper                        https://jvz6.com/c/202927/95037/
Forex Joustar                     https://jvz8.com/c/202927/381617/
Forex Joustar                  https://jvz6.com/c/202927/381617/
Forex Mastery                    https://jvz2.com/c/202927/144621/
Forex Scouts                         https://jvz6.com/c/202927/132677/
forrk                                              https://jvz1.com/c/202927/373449
FusionMT4                             https://jvz2.com/c/202927/372523/
FX Goldminer                      https://jvz1.com/c/202927/381439/
Galactic                         https://jvz1.com/c/202927/188236/
Gaming job                    https://jvz2.com/c/202927/184902  s
Genesis Mining              https://www.genesis-mining.com/a/2535466
Givvy Mobile Lottery             https://givvy-numbers.app.link/qNDZMGGbhsb
Gluten free                              https://jvz4.com/c/202927/296191
GMB Magic                        https://jvz2.com/c/202927/377194
Graphic Alta           https://jvz2.com/c/202927/324492/
Heal Your Emptiness                         https://jvz6.com/c/202927/384848/
High Converting Emails                  https://jvz3.com/c/202927/386305/
HostLegends                       https://jvz4.com/c/202927/384755/
Hostley Domain Creator                        https://jvz1.com/c/202927/379223/
Human Synthesys Studio                      https://jvz8.com/c/202927/367353/
ImageX                      https://jvz6.com/c/202927/363237/
IMSyndicator                   https://jvz1.com/c/202927/370769
Inboxr                            https://jvz2.com/c/202927/312692
Insta Keyword                https://jvz6.com/c/202927/351606/
Instant Website                https://jvz2.com/c/202927/377557
InstantWebsiteBundle          https://jvz6.com/c/202927/377557
iTraffic X                          https://jvz2.com/c/202927/320466
keysearch                                    https://jvz3.com/c/202927/194909
Klippyo Kreators                         https://jvz8.com/c/202927/327447
KoinCart                            https://jvz2.com/c/202927/383555/
Leadvalet                         https://jvz3.com/c/202927/385580/
Levidio Royal Podcasting                        https://jvz6.com/c/202927/384025/
Linkable DFY                       https://jvz6.com/c/202927/385873/
Linkomatic                            https://jvz2.com/c/202927/380937/
LiteTrading                                 https://www.litefinance.com/?uid=929237543
Live Your Truth                       https://jvz6.com/c/202927/379020
Living An Intentional Life              https://jvzoo.com/c/202927/382455
Living an International Life                  https://jvz8.com/c/202927/382455/
Local Leader                   https://jvz4.com/c/202927/383751/
Local Sites                  https://jvz4.com/c/202927/380543/
LocalAgencyBox                 https://jvz2.com/c/202927/359468
LocalCentric                            https://jvz2.com/c/202927/379339/
MarketAll      https://jvz2.com/c/202927/386971/
Marketingblocks             https://jvz6.com/c/202927/374934
MarketPresso                  https://jvz2.com/c/202927/369837
Mat1 Simple Funnel                            https://jvz2.com/c/202927/380197/
Maxslides                         https://jvz8.com/c/202927/376842
Mech Forex Robot                           https://jvz6.com/c/202927/383447/
MediaCloudPro                 https://jvz2.com/c/202927/343635
Megasuite                         https://jvz3.com/c/202927/383953/
Mobi First                          https://jvz2.com/c/202927/353694/
Motion Kingdom Studio                    https://jvz4.com/c/202927/383177/
Movid Animation                     https://jvz6.com/c/202927/380385/
MT4Code System                  https://jvz2.com/c/202927/376925
My Passive Income                  https://jvz1.com/c/202927/384099/
MyMailIt                              https://jvz3.com/c/202927/292919
MyTrafficJacker               https://jvz2.com/c/202927/353558
Next Drive                      https://jvz4.com/c/202927/371095/
NichBox               https://jvz2.com/c/202927/370705/
Organic Life Guide                 https://jvz8.com/c/202927/366872/
Phemex              https://phemex.com/register-vt1?referralCode=D8HUS2
Photokit                           https://jvz4.com/c/202927/373207/
PicsAds                         https://jvz2.com/c/202927/385468/
PigMoney Metho                     https://jvz4.com/c/202927/377665/   d
PigMoneyMethod                        https://jvz2.com/c/202927/377665/
Pitchdeck                      https://jvz3.com/c/202927/347847/
Pixal                     https://jvz2.com/c/202927/378775/
PixaStudio      https://jvz1.com/c/202927/373089/
Pixivid                           https://jvz6.com/c/202927/385213/
PlanB Muscle Growth              https://jvz1.com/c/202927/36517/
PlayerNeos                 https://jvz2.com/c/202927/376962
Podcast Advantage                        https://jvz8.com/c/202927/379995/
Podcast Masterclass               https://jvz3.com/c/202927/379998/
PodKastr                 https://jvz1.com/c/202927/369500/
Postradamus                              https://jvz6.com/c/202927/108695
Power Reviews                     https://jvz8.com/c/202927/384625/
Powrsuite                       https://jvz1.com/c/202927/376361
PR Rage                        https://jvz4.com/c/202927/343405
prime stocks                              https://jvz8.com/c/202927/369164  prime stocks
Profile mate                           https://jvz4.com/c/202927/358049
Promovidz                      https://jvz8.com/c/202927/375692/
Push Button Traffic         https://jvz2.com/c/202927/301402
QR Verse                      https://jvz3.com/c/202927/383865/
Quintex Capital                         https://quintexcapital.com/?ref=arminham
Quit Smoking                           https://jvz3.com/c/202927/359081/
QuizMatic          https://jvz6.com/c/202927/387116/
Reputor                 https://jvz8.com/c/202927/380159/
ReVideo                     https://jvzoo.com/c/202927/381761
ReviewReel                        https://jvz6.com/c/202927/382663/
Rewriter                      https://jvz4.com/c/202927/353373/
RSI SEO                              https://jvz6.com/c/202927/384381/
Scriptdio                       https://jvz4.com/c/202927/385387/
Seniors Income                        https://jvz2.com/c/202927/383888/
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ShopABot                           https://jvz2.com/c/202927/291955
ShopFunnels                        https://jvz3.com/c/202927/384069/
SocialAgency360                 https://jvz1.com/c/202927/385357/
SociCake                       https://jvz2.com/c/202927/321987
Socifeed                          https://jvz6.com/c/202927/375706
SociJam                    https://jvz2.com/c/202927/309649
Soronity                                 https://jvz6.com/c/202927/368736
SqribbleEbook                 https://jvz6.com/c/202927/283867
Stackable Picture                        https://jvz1.com/c/202927/385046/
Steven Alvey’s                      https://jvz2.com/c/202927/351754
Stoodaio                                    https://jvz1.com/c/202927/372094
Storymate                         https://jvz3.com/c/202927/320972
StreamPilot                        https://jvz2.com/c/202927/385431/
Studioninja                       https://jvz1.com/c/202927/374965
Sunday Freebie                             https://jvz1.com/c/202927/267113/
Super backdrop                https://jvz8.com/c/202927/376524
Survai                      https://jvz8.com/c/202927/380933/
Syndranker                          https://jvz3.com/c/202927/378143/
Talkingfaces                    https://jvz3.com/c/202927/375550
The Internet Marketing                https://jvz2.com/c/202927/289944
Tonai Voice Content           https://jvz8.com/c/202927/383119/
Toon Video Maker                   https://jvz2.com/c/202927/357201
TrafficFor                https://jvz8.com/c/202927/381950/
TrafficForU                   https://jvz3.com/c/202927/381950/
Trendio                       https://jvz3.com/c/202927/381003/
TubePal                        https://jvz6.com/c/202927/379863/
Tubeserp                        https://jvz3.com/c/202927/370472
TubeTargeter                   https://jvz6.com/c/202927/377211
TuneMingo      https://jvz3.com/c/202927/386556/
TV Boss Fire                https://jvz6.com/c/202927/379480/
Ultrafunnels A.I                 https://jvz2.com/c/202927/381129/
VIADZ Ad Template                    https://jvz4.com/c/202927/379307/
Vidcentric                             https://jvz4.com/c/202927/376095
Viddeyo                                https://jvz6.com/c/202927/382326/
Videevolve                       https://jvz4.com/c/202927/381011/
Video Campaignor      https://jvz4.com/c/202927/387058/
Video Games                            https://jvz3.com/c/202927/184902/
VideoEnginePro                https://jvz2.com/c/202927/372916
VideoGameSuite                     https://jvz3.com/c/202927/366537/
VideoRobot Enterprise                https://jvz8.com/c/202927/291061
VidKreate                        https://jvz6.com/c/202927/386029/
VidMingo                           https://jvz6.com/c/202927/378359/
VidSnatcher                           https://jvz3.com/c/202927/342585
VidVoicer                      https://jvz1.com/c/202927/379983/
Vidzura                       https://jvz4.com/c/202927/385754/
Viral dash                            https://jvz6.com/c/202927/375959
Viral Quotes            https://jvz2.com/c/202927/386984/
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Vocalic                    https://jvz2.com/c/202927/383848/
VoiceBuddy                      https://jvz1.com/c/202927/342854
WebCop                         https://jvz4.com/c/202927/378683/
Webinarkit                       https://jvz3.com/c/202927/383937/
Webprimo                   https://jvz1.com/c/202927/379455/   Website Builder
WordPress Mastery                       https://jvz1.com/c/202927/386249/
WOW Backgrounds                      https://jvz3.com/c/202927/381615/
WowBackgraounds                       https://jvz2.com/c/202927/381556/
WP GDPR                                https://jvz8.com/c/202927/299907
WP Simulator                    https://jvz3.com/c/202927/46987/
Writer Arc           https://jvz1.com/c/202927/386602/
writing job                                  https://jvz8.com/c/202927/213027
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XFUNNELS                         https://jvz2.com/c/202927/310335
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Your 3DPal                https://jvz2.com/c/202927/381685/
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