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      "commentText": "Thanks for this article and the insights gleaned.  I'm also curious about any effects these laws may have with respect to states or locales that don't adopt them versus those that do, assuming the practice does not ultimately become federal law.<br /><br />Could banning salary history questions have the impact of raising wages for workers in regions that adopt them?  Although I have no empirical evidence to support the claim and would welcome studies that would investigate this question, I would think overall wages would rise since employers will no longer have a data source that they previously did.  There would be more guesswork involved, especially in high growth rate industries, smaller companies and generally for those that don’t have a reasonably significant benchmark supply to determine pay ranges.  Some of this knowledge gap might be offset with salary surveys and other compensation studies but employers will be at an informational disadvantage from previous practices and might need to “err on the high side” for in demand skill sets.  Of course, this would be good for employees but as some of the language in the referenced lawsuit article suggests, this might make regions that adopt them less competitive.<br /><br />In regards to the rest of the article, I’ve been in the executive search industry for some time and have compiled some of my own thoughts on general disclosure of compensation history here:  https://www.linkedin.com/pulse/response-liz-ryans-article-forbes-ten-things-dont-you-don  ",
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