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;The topic of paid leave has vexed both employers and policymakers since long before the pandemic, but the issue has exploded over the past several years as varying employer practices and federal inaction prompted states, counties and cities to establish mandates.

Research that Mercer conducted in the summer of 2020 found that pay differentials between Silicon Valley and other major American cities have been relatively modest for high-tech jobs — in the 10% to 15% range — and those figures haven’t widened as the year went on.

While the immediate destruction might be localized, the power outages, smoke and air quality can affect a much broader area, including large cities far from the fire itself.

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And over the last several years, many large employers have voluntarily removed questions about past pay from their employment applications and interviews, even in states and cities that don’t require it.

The survey also found that 55% of organizations use city/metro area as the indicator in which geographical pay differentials are based, and cost of labor is overwhelmingly a greater influence than cost of living for determining the pay policy approach.

New York City passed a similar bill in December 2021, requiring employers to state the minimum and maximum salary in all posting for an open posting, promotion or transfer opportunity.

“Autistic and neurodivergent candidates are a completely overlooked group of talent, as 85% of college graduates with autism are underemployed or unemployed,” said Colin Willis, industrial and organizational psychology program manager at HireVue, a Salt Lake City-based company that provides video interviewing, assessments and text-enabled recruiting tools.

The authors relate this to the California government mandate for city manager pay transparency in 2010 that preceded a 7% decline in compensation, mainly at senior levels, and the move for academic pay transparency from 1997 to 2017 that showed a reduction in variance in academic pay.