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Nov 04
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Title slide for the Warren Whitney Pay Transparency in Practice virtual HR roundtable

Pay Transparency in Practice | A Virtual HR Roundtable

By Blog, Human Resources, Strategy, Videos

Virginia Pay Transparency: What Happens After You Post the Range?

Publishing a salary range helps candidates decide whether a role meets their expectations. It also gives current employees new information about how their organization pays people.

At Warren Whitney’s November 4, 2026 virtual HR roundtable, “Pay Transparency in Practice,” participants discussed what happens next: questions about internal equity, retention concerns, and conversations managers may not feel prepared to handle.

A recurring theme was that employers see value in pay transparency, but their compensation practices and communication need to support the ranges they publish.

Watch Pay Transparency in Practice

Watch the webinar recording for a discussion of salary range disclosure, compensation decisions, and preparing managers for questions from candidates and employees.

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Aug 25
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A manager having a one-on-one conversation with an employee, illustrating the kind of pay-related question managers face after a salary range is posted.

How to Prepare Managers for Pay Transparency Conversations

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

How to Prepare Managers for Pay Transparency Conversations

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re asking “what should managers know before pay transparency questions start” or “how do I train managers to talk about salary ranges,” here’s the short answer: give managers five specific pieces of information before any range goes public; how it was set, where each employee currently falls in it, what to say if someone feels underpaid, how employees move through the range, and exactly when to bring in HR. Without that, managers either freeze or improvise, and improvised answers are what damage trust.

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Aug 18
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Why Looking Only at the Income Statement Can Put Your Organization at Risk

By Blog, Business Consulting, Finance & Accounting, Nonprofit

Why Looking Only at the Income Statement Can Put Your Organization at Risk

By Scott R. Warren, Co-Founder, Owner & Director, Warren Whitney

The Income Statement Doesn’t Tell the Whole Story

When business owners and nonprofit leaders review their monthly financial statements, the income statement usually gets the most attention. Revenue is up. Expenses are under control. Net income looks healthy. On the surface, everything appears to be moving in the right direction.

Those numbers don’t tell the whole story.

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Aug 17
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A simple bar chart showing a current employee at $58,000 positioned near the bottom of a posted salary range of $55,000 to $75,000, illustrating salary compression.

Salary Compression: What It Is and How Pay Transparency Reveals It

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Salary Compression: What It Is and How Pay Transparency Reveals It

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “what is salary compression” or “why does pay transparency cause pay compression,” here’s the direct answer: salary compression happens when a new hire’s pay is close to, equal to, or higher than a current employee’s pay in the same or a similar role and pay transparency laws like Virginia’s HB 636 tend to expose it, because the range is now visible to everyone, not just HR.

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Aug 14
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Timeline graphic showing HB 636 enacted April 22, 2026 and effective July 1, 2026, with key compliance dates for Virginia employers.

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Blog, Business Consulting, Human Resources, Nonprofit, Privately Held, Strategy

Virginia Pay Transparency Law (HB 636): What Employers Need to Know Before They Post a Job

By Janet L. Duncan, Human Resources Director, Warren Whitney

If you’re interested in “do I have to post a salary range in Virginia” or “what does HB 636 require,” here’s the direct answer: yes. As of July 1, 2026, Virginia employers must include a good-faith wage or salary range in every public and internal posting for a job, promotion, transfer, or other employment opportunity. The law also bars employers from asking candidates about their salary history. There is no employer-size threshold; the law applies regardless of how many people you employ.

That’s the short version. The rest of this post covers what the law actually requires, what happens if you don’t comply, and, because a compliant posting is only the first step, what to think about before that range goes live.

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Aug 06
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The Financial Dashboard Every Organization Should Review

By Blog, Business Consulting, Finance & Accounting, Nonprofit

The Financial Dashboard Every Organization Should Review

By Scott R. Warren, Co-Founder, Owner & Director, Warren Whitney

A Dashboard Should Help You See Problems Before They Grow

Most organizations have access to more data than ever before. The challenge isn’t collecting information. It’s knowing which numbers actually matter.

A well-designed financial dashboard gives leadership an accurate picture of organizational performance without requiring them to sort through dozens of reports. It highlights trends, identifies risks early, and helps management make informed decisions before small problems become larger ones.

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Aug 04
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A diverse team collaborating around a table despite differing viewpoints, representing common ground and unity at work.

Finding Common Ground With a Divided Team | Warren Whitney

By Blog, Human Resources, Strategy

Finding Common Ground: How Leaders Build Unity Without Forcing Agreement

By Tom Prest, Director, Warren Whitney

If you’re leading a team where people genuinely see things differently, politically, socially, or just about how work should get done, and you’re not sure how to hold the group together without pretending the differences don’t exist, you’re in the right place.

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