Don't take your employer's word for the salary range. Talk to your co-workers. Be open about your compensation, and educate them about their right to do the same.
In the U.S., this conversation is Federally protected by US Labor Law; your employer can face significant fines for preventing, discouraging, or retaliating against your discussing your salary with anyone, including your coworkers. (Know your country's laws; the U.S. is not alone.)
This is not an "awkward conversation," although many managers and HR folks fabricate that idea because they're afraid of pay discrimination being exposed. Discussing your compensation openly is the only way employees can ensure their pay is based on seniority and skill, not on race, gender, or other factors. Inequity and discrimination thrives in secrecy.
It's also not just about you. If you discover that you are paid more than a peer in some sort of minority, and they find out, they will likely be upset...but only at the employer who stiffed them. You've empowered them to negotiate fair pay.
Don't let anyone get you lost in the weeds on this one: this has nothing to do with an unskilled layabout coworker getting paid as much as skilled, hard-working you. It's about compensation being linked solely to skill, performance, and job description, never to gender, race, disability, heritage, religion, or lifestyle.
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Don't take your employer's word for the salary range. Talk to your co-workers. Be open about your compensation, and educate them about their right to do the same.
In the U.S., this conversation is Federally protected by US Labor Law; your employer can face significant fines for preventing, discouraging, or retaliating against your discussing your salary with anyone, including your coworkers. (Know your country's laws; the U.S. is not alone.)
This is not an "awkward conversation," although many managers and HR folks fabricate that idea because they're afraid of pay discrimination being exposed. Discussing your compensation openly is the only way employees can ensure their pay is based on seniority and skill, not on race, gender, or other factors. Inequity and discrimination thrives in secrecy.
It's also not just about you. If you discover that you are paid more than a peer in some sort of minority, and they find out, they will likely be upset...but only at the employer who stiffed them. You've empowered them to negotiate fair pay.
Don't let anyone get you lost in the weeds on this one: this has nothing to do with an unskilled layabout coworker getting paid as much as skilled, hard-working you. It's about compensation being linked solely to skill, performance, and job description, never to gender, race, disability, heritage, religion, or lifestyle.