The best that OneNote can do is show short snippets of information in search results. Hover over a search result can we can see the entire note associated with that note. Smart templates make it easy to create new pages pre-populated with useful information. The Dataview plugin can make list automatically appear on a page. Because Obsidian has an open API, we can continue to add useful functionality to it.įor instance, yesterday I needed to see a display of all pages that have lowercase file names. OneTastic for OneNote, for instance, can't change the way OneNote works. “When you have this mentality of ‘start low, stay low,’ that's really bad, because it compounds the gap over time.Like synaut noted, OneNote has no real expandability. “Starting pay is the biggest factor in any pay equity analysis,” she says. Its Pay Finder tool keeps their offers competitive. The startup has posted salaries on job postings for a while now, as well as new roles internally. For Colacurcio and the rest of her company, it’s a little strange, and gratifying, to see legislatures and others suddenly take up the cause of pay disclosure. Syndio has helped with briefings on potential laws.

“But if you have even one employee in California, this impacts you.” “A lot of folks are maybe not thinking about it, because they hear it, and they just dismiss it as a California thing,” says Colacurcio.

And its effects wouldn’t just be felt locally. Unlike in the UK, which requires companies to disclose gender pay gaps, California would also break down discrepancies by race and ethnicity. It aims to narrow median pay gaps by making employers with 100 or more workers publicly report compensation data, as well as provide ranges for new positions. And in California, proposed legislation goes a couple of steps further. In Washington, a bill mandating a salary or pay range for many job postings awaits governor Jay Inslee’s signature. Multiple states are considering legislation that mandates pay transparency to hasten workplace justice. It’s not just a matter of moral obligation or good business sense. “Most of the time, these companies have no idea how they’re going to get there.” Like many others, Colacurcio has heard the promises and rolled her eyes. Syndio’s latest product, a platform that uses internal and external compensation data and other metrics for goal-setting, aims to make corporate diversity pledges something more than performative aspirations. Opportunity-promotions, performance, retention rate-is what truly broadens median pay gaps. “So the more discretion you have in a decision, the more you're going to have issues.”Īlso, Colacurcio stresses, equal pay for equal work is not the same as workplace equity. “The dirty little secrets of pay inequity hide in things like bonuses, incentive pay, and stock options, because discretion across large populations favors the majority,” says Colacurcio. Kind of a big deal, especially in the realm of restricted stock units. For starters, Syndio’s survey revealed that only 25 percent of companies reviewed stock and equity, and 31 percent had no future plans to do so.

Which, as persistent gender inequity demonstrates, does not mean change will come immediately. Before George Floyd’s murder and the ensuing Black Lives Matter protests, that number was less than 50 percent. In 2021, a survey of Syndio’s clients, which include Nordstrom, Salesforce, and Adobe, found that nearly 98 percent of these employers now analyze race along with gender in pay equity analyses. But the conversation around what pay equity entails has grown more sophisticated, per a recent report from Syndio, and is now informing a salary transparency movement the startup stands to help shape. still earn about 83 cents for every dollar a man makes, and the number may be even more pronounced in our city of tech bros. Broadly speaking, however, more measurement hasn’t led to more equity in the few years since.

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