Favourable - With Restrictions

These are my personal opinions and not tied to my employment.

I'm supportive of initiatives to create equity and fairness in the job market and to remove biases that impact marginalised communities and people - I think pay equity is one such initiative.

Pay transparency is one tool that can be used to support pay equity. But let's see if we can have controls like (which are used in Canada etc) - salaries below $X amount need to be transparent, but above $X are not. How much you negotiate pay is an incredibly important part of senior level jobs and can be a differentiator between different companies; to have this potentially be transparent for senior level roles can be a negative - hence the opaqueness above certain $X levels.

Also - there are a few holes in this proposed structure - what about bonuses, long-term incentives and other benefits (club, housing, schooling etc) that don't count toward 'pay' or 'salary' - again these are sometimes used as competitive advantage and comp packages can be designed with the employee in mind (ie they may prefer more LTI and less cash bonus etc). Also, in the current proposal it looks like if you hire Bermudians through word of mouth and there is no advertisement, then when can pay transparency actually happen?