By Keli‘i Akina
Every year we see a handful of bills at the Legislature that put good intentions ahead of practical experience.
Even when the people who would be most affected by the proposals explain that they are unworkable or counterproductive, those good intentions still keep the bills moving forward.
Happily, many of these bills are usually dropped or fixed during the last weeks of the legislative session.
But sometimes, there is so much ideological support for a proposal that the dissenting voices don’t get the attention they deserve.
Such is the case with SB1057, a bill that would require all job listings to include the hourly rate or salary range so as to promote “transparency and equal pay for all employees.”
The sponsors claim that “initial experiences” with such a law in California, Colorado and New York City have “benefited employers, current employees and prospective employees.”
But that is hardly sufficient evidence or justification for the state to further meddle in the affairs of private businesses. Hawaii is already considered one of the least business-friendly states in the nation, and this would only make it worse.
Groups such as the Chamber of Commerce Hawaii, the Retail Merchants of Hawaii, the National Federation of Independent Businesses and the Society for Human Resource Management have all made it clear that the wage-disclosure requirement could lead to major problems for both employers and employees.
Pay, after all, is only part of the picture when you’re looking for a job, and the pay disclosure requirement could hurt job seekers more than it helps them by taking away their ability to negotiate their own compensations.
For example, some people are willing to take a lower salary in exchange for a better benefits package, a more flexible schedule, more vacation time or a company vehicle. Others might be happy to trade away benefits or take on more responsibilities in exchange for higher base pay.
This is as it should be. No one else knows what compensation package is best for you better than you do.
Other considerations weighing against this bill are that it would:
>> Be an administrative headache for small businesses, where job titles and roles can be imprecise and evolve according to the business’ needs.
>> Hinder the ability of employers to offer higher or lower salaries than those of existing employees in response to the economy, issues within the business or other concerns.
>> Give a competitive advantage to large mainland corporations over small local businesses because they could offer higher pay rates.
>> Fuel personnel difficulties if all the employees know each other’s salaries.
Finally, it would effectively ban a valuable way for employers to find new talent — and for less qualified workers to get their foot in the door. That’s because employers would not be able to offer a lower salary to someone who doesn’t meet all the qualifications but shows potential for growth.
Yes, this bill has good intentions. Yes, it sounds like it’s about fairness. But all that doesn’t necessarily matter when it comes to the real world.
The only thing that matters is that SB1057 would hurt the people it is aiming to help by hamstringing those who are best able to help them — their potential employers.
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Keli‘i Akina is president and CEO of the Grassroot Institute of Hawaii.
It’s Time for a Change:
People With Diapers Deserve DEI, Too
They’re not just for babies anymore. People with diapers, or PWD’s, are a growing segment of society. However, a cultural stigma against PWDs, and adult diapers, is hampering diversity, equity, and inclusion at the workplace and other social environments. It’s time we liberate the people with diapers from the pins and needles of social ridicule and scorn, and include PWDs as valued members of society.
To help you get some empathy for PWDs, keep in mind that fighter pilots, and others who are too busy working to take a needed nature-break, sometimes use diapers as a convenient way to eliminate waste when desired, on their own personal schedule, in a way that can be stored conveniently for later disposal. And let’s face it. Sometimes it’s just too far to the restroom.
Of course, diapers are also great for people with health issues, like incontinence or leakage. But they are useful for more than that. According to Medical News Today,
People may need to use adult diapers or pads in a variety of situations including when they are:
There are also people with a diaper fetish, or PWD-Fs, who need to be respected for their brave lifestyle choice. You have to admire their courage in living true to their inner feelings, despite negative judgments from others.
All together, there are lots of adults wearing diapers for one reason or another. According to Fortune Business Insight, “The global adult diapers market size was valued at USD 11.55 billion in 2018 and is projected to reach USD 19.77 billion by 2026.” Disposal diapers, including those for babies, is currently a USD 71 billion industry.
The bottom line is that there are hundreds of millions of people wearing diapers, and adults constitute about 20% them. That’s a lot of people who feel ashamed of being PWDs, and who stay in the closet, holding in their true natures.
It’s time this diapered minority stop being oppressed for their diaper usage. There is nothing about diapers that deserves ridicule, and we all need to feel more inclusive of PWDs at office meetings and luncheons.
Here is a guide to help people who do not wear diapers to better engage PWDs in a more equitable and inclusive manner.
As our culture gets past the stigmas and taboos which have oppressed and marginalized people, our world becomes a better place to live. Hopefully, we can all stand together, hand in hand, and rejoice in our common bond of humanity, regardless of race, ethnicity, religion, gender, or diaper usage.