Private employers in states and cities across the U.S. including California, New York City, Philadelphia, and Massachusetts were recently banned from asking candidates about their current and past salaries in order to set their pay for a new job. In theory, this provides someone who is currently underpaid an opportunity to break the cycle of underpayment and be paid fairly for their next role.

Although I wish this solved the issue around equity and pay gaps forever, it’s more just a step in the right direction.

Eliminating that salary history question from a company’s recruiting process attempts to solve only the problem of initial pay equity, which is a complicated, immense issue latent in bias and prejudice. When you peel back the layers, the salary history question is just one of many things that perpetuate systemic racism and prejudice, plaguing the financial success and professional development of those affected by it.