Pay Equity, Salary History, and Wage Transparency (Nov 18 2025 @ 12pm ET)

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An Exclusive TA Week Attendee Event

Aspen has had an education partnership with TA Week for over 10 years. Since February 2024, the monthly series “TA Today, Emerging Legislation Affecting Talent Acquisition and Employment” has been active. The series discussed risks and regulations related to TA and offers dialogues with peers.

It is free for all TA Week registrants.

About This Session

Join us for a timely and insightful session exploring the evolving regulatory environment and best practices surrounding pay equity, salary history bans, and wage transparency. As new laws take effect across multiple states—including New Jersey, Illinois, Minnesota, and Massachusetts—employers must adapt to increased disclosure requirements, internal promotion transparency mandates, and restrictions on wage solicitation.

This webinar will provide an informed overview of how these changes impact compliance, operational practices, and strategic workforce planning. We’ll also explore ESG and ISO standards relevant to pay equity, including ISO 30414:2021 and GRI 405, and how to align your organization’s practices with these frameworks.

Key Learning Points

Understand the latest wage transparency laws and their implications for job postings, internal promotions, and candidate communications.
Conduct effective pay equity audits using Canopy’s downloadable tools and frameworks.
Navigate salary history bans and wage solicitation restrictions to avoid legal pitfalls.
Align with ESG and ISO standards, including ISO 30414 (Human Capital Reporting) and GRI 405 (Diversity and Equal Opportunity).
Derisk your compensation practices through proactive auditing, remedy management, and internal communication strategies.
Access Canopy’s Trello-based Remedy Manager to track and resolve wage-related compliance issues.

Who Should Attend

HR and Talent Acquisition Leaders
DEI and ESG Officers
Compliance and Audit Professionals
HR Analysts and Workforce Planners

Post Session Attendees Will Be Able To

Identify Key Regulatory Requirements. Understand the core components of wage transparency and pay equity laws across key U.S. states and international jurisdictions (e.g., UK’s Gender Pay Gap Reporting, Canada’s Pay Equity Act).
Assess Organizational Risk. Evaluate vulnerabilities in wage solicitation, pay equity, and transparency practices that may lead to legal or reputational exposure.
Conduct a Basic Pay Equity Audit. Use basic methodology to initiate a preliminary audit of compensation data, identifying disparities and areas for deeper analysis.
Implement Wage Solicitation Safeguards. Apply best practices to avoid unlawful solicitation of salary history and ensure compliant candidate communications.
Communicate Internally with Confidence. Develop messaging strategies for HR and leadership teams to align on transparency goals and legal obligations.
Plan for Ongoing Compliance. Create a roadmap for continuous monitoring and improvement using Canopy’s monthly tracker and audit templates.