Where are we going, uh, in the next five years perhaps with pay transparency, both on the, uh, data side and also sort of how this impacts, uh, people's decision-making?

I think if you look at the states that haven't undertaken pay transparency as a regulation, the employers there are going to be forced to start getting on that bandwagon and start to publish ranges.

And while they're not under the concern of the legal requirements, and they may post wider ranges, they're gonna get on be- on board with it because they don't have a choice.

Democratization of the data, uh, I mean, you can find it on websites all over the place.

You can find it on Indeed and, um, and all the other, all the other sites that have job postings.

So if, if there's a, you know, competitor of yours that does operate in those states that do- does have pay transparency, and they're posting ranges for your state even though it's not required, what are you gonna do? Um, certainly employers are going to start to look at this and say, "Well, t- from a competitive perspective, we just can't not do it," and so they're gonna have to get on board.

So, and I don't see that happening in five years.

If, if we were to distill it, and it may be hard to, but we'll, we'll try for one, what, what is the one thing that leaders can do today as soon as they stop listening to this podcast or watching this video, uh, to be able to build a, uh, pay transparency strategy, expand upon it, or to explore it, uh, that strengthens their trust, their brand, their credibility, while also centering the people who do the work for them?