the boss of buffer, a company where everyone s pay is public information, and professor peter bamberger, who has literally written the book on pay transparency. also on the show. yeah, avon is still calling, the direct selling cosmetics giant is still going strong. and the global boss tells me about reimagining the business for the 21st century. wherever you rejoining me from around the world, once again, a big hello and a warm welcome to the show. you know, vanity fair magazine today best known for interviews and photographs of powerful celebrities, businesspeople and politicians, but around 100 years ago in new york city, the magazine was the scene of a worker revolution. some of the magazine s star writers, such as dorothy parker and robert benchley, they started talking about how much they were paid, something that they weren t allowed to do. when they were reprimanded, they all came in the next day with a painted sign around their necks displaying their pay. today, new y
hello, this is bbc news. the headlines: the former chancellor rishi sunak has received more than 100 backers has received more than 100 hackers and could enter the conservative leadership elections. the leader of the commons, penny mordaunt, is the only person to formally announce that she s running. she has fewer supporters than the two men. in other news, ukrainian officials say around a million and a half households are without power following a new wave of russian attacks. and england s lionesses will face china and denmark at next year s women s world cup in australia and new zealand. now on bbc news. talking business with aaron heslehurst. hello, everybody, and a very warm welcome to talking business weekly with me, aaron heslehurst. let s go take a look at what s on the show. how much do you make? roughly 60,000. 107k. 35 and some change. yep. how much do you make? for years asking that question, it was taboo. it could have even got you the sack. now, though, around th
the pay of women went up. let me end on this, peter. is the future more or less transparent? well, studies of of of generations younger than you and i are showing that these individuals come to the workplace expecting a higher level, a greater degree of transparency. and where they don t see it, there s less trust. and we actually have evidence of that in some of our research as well. and trust seems to be really a really critical issue. so i think there s a general trend towards greater transparency. professor peter bamberger, a real pleasure having you on this show. thanks forjoining me and i ll check in with you soon, 0k. thanks, again. bye bye. you know, the global beauty industry, it s big business. and avon is one of the oldest beauty companies in the world. it s also $1,000,000,000 empire with 5 million reps who used to be called avon ladies. globally, they sell directly to customers in more
a company and you do it for the first time, you know, people are going to immediately be looking at, 0k, whatam i making compared to other people? and that might lead to those things. well, joel, let me end on this. what advice would you give to to other companies considering to address pay transparency? i would say start small, but reallyjust move forward with it because the benefits of of greater transparency within a company are really significant income in terms of the trust that you build. joel gascoigne, the big boss of buffer, really appreciate your time. thanks forjoining me. thanks so much. so pay transparency. it can mean many things and have lots of consequences for, well, how workers and bosses feel about their job and their company. professor peter bamberger s book pay exposed. it s out next year. he s also a professor at the college school of management and one
of the head honchos at the academy of management. professor peter bamberger. a real pleasure having you on my show. what do we mean by the term wage transparency? we are talking about three different things, in the case of buffer, we are talking about pay disclosure transparency, and they do it per person, states in the us are now mandating ranges for certain types ofjobs, but that is just one form of pay transparency. the third form has to do with page process transparency, where companies provide more information about how their pay system works, why people are making more than others, and how pay decisions are made. and peter, we know you ve researched the impact of of pay transparency in hundreds of companies. so i m just wondering what are the positive results? i look at practices similar to what buffer does, what happens when we actually disclose how much individual employees are making.