Latest news with #equalpay
Yahoo
13 hours ago
- Entertainment
- Yahoo
'White Lotus' Star Has Candid Response to 'Very Low' Payday Reports
White Lotus star Jason Isaacs made it known how he really feels about being paid 'a very low price' for his starring role in the third season of HBO's juggernaut drama. Isaacs revealed during an interview with Vulture that, due to the show's equal pay initiative, he and the rest of his co-stars earned just $40,000 per episode. That means they made around $320,000 each for the season, but while that might sound like a hefty payday, Isaacs noted that's actually 'a very low price' for such a high-profile gig. 'I didn't know that was public knowledge. That's absolutely true,' Isaacs said when asked about the equal pay initiative. 'Generally, actors don't talk about pay in public because it's ridiculously disproportionate to what we do—putting on makeup and funny voices—and just upsets the public. But compared to what people normally get paid for big television shows, that's a very low price. But the fact is, we would have paid to be in it. We probably would have given a body part.'When asked if he felt it was unfair that he and veteran co-stars like Parker Posey and Walton Goggins were making the same amount as the show's newcomers, like Sarah Catherine Hook and Aimee Lou Wood, Isaacs made his position clear. 'Do I mind that I wasn't paid more than other people? I never work for money,' he said. 'I've done all right. People will think I have huge stockpiles of money, but sadly, what I've done rather immaturely is expand my outgoings to match my incomings and pretty much spent everything I've earned over the years.' Season three of The White Lotus is available to stream on HBO Max.'White Lotus' Star Has Candid Response to 'Very Low' Payday Reports first appeared on Men's Journal on Jun 17, 2025
The Independent
3 days ago
- Business
- The Independent
Now government unit could let you find out how much your colleague is paid
The government is considering new measures to overhaul equality laws and end pay discrimination, potentially requiring businesses to disclose salary bands in job adverts and inform workers of colleagues ' earnings. A new Equal Pay Regulatory Unit may be established with the power to issue fines, change employment contracts, offer advice, and provide mediation to address gender, race, and disability-based pay discrimination. Business groups have expressed concerns that mandatory salary disclosure could hinder their ability to attract and retain staff, while the government has rejected suggestions that such measures would penalise middle-class individuals. Recruitment site Indeed suggests that job seekers would welcome pay transparency, as it helps employees feel valued, identify better opportunities, and promotes a healthier labour market. The Federation of Small Businesses has cautioned that some proposed measures may not be suitable for small businesses, many of which hire through informal networks and lack dedicated HR departments.
The Independent
3 days ago
- Business
- The Independent
Businesses could be forced to tell you how much your colleagues are paid
Businesses could be forced to disclose salary bands on job adverts and tell workers what their colleagues are earning. Ministers are discussing the possible changes as part of plans to overhaul equality laws as the government seeks to end pay discrimination. This could include a new Equal Pay Regulatory Unit, which would have the power to issue fines and change employees ' contracts if needed, with legislation to expand on gender-based equal pay rules to include race and disability discrimination too, The Times reports. The body may also be able to offer advice and offer mediation if required. The move to potentially enforce the publication of salaries would be a notable shift, with business groups showing initial concern that it would make it difficult to attract and retain staff. A suggestion from the Conservatives that such a move would penalise middle-class and privately educated people was rejected by the government, saying 'positive discrimination is not permissible under the Equality Act'. 'Our research shows that businesses of all sizes are taking proactive steps to create equitable workplaces. That includes proactively identifying and removing all barriers to employment and progression opportunities,' said Jane Gratton, deputy director for public policy at the British Chambers of Commerce. 'While always ensuring fairness in pay, employers need to retain the flexibility to reward individuals for performance and experience. This agility is also crucial to help firms compete for skills and talent in a competitive labour market.' Jack Kennedy, senior economist at recruitment site Indeed, said job seekers would welcome the need for businesses to finally show what they intend to hire for all jobs, with expectations being set on both sides ahead of interview time, a key factor in building trust and saving time. 'The news of potential legislation around pay transparency, particularly on job postings, will be welcome news to workers across the UK,' Mr Kennedy said. 'Displaying salaries not only helps employees to feel more valued and empowered to address pay discrepancies, but also helps people identify where better opportunities may lie, supporting a healthier labour market that drives productivity and economic growth. 'Legislation will also help to set expectations for job seekers. Being aligned from the outset helps ensure candidate relevancy, making for a more efficient recruitment process, while it can also boost employer brand. So, by having stronger rules around transparency, both candidate and hiring teams can build trust from the first interview and help drive better matches.' Tina McKenzie, policy chair for the Federation of Small Businesses, said: 'Encouraging greater pay transparency is a good thing in principle but some of the measures being suggested simply don't fit the reality of small business life. It's also important to remember that many small firms don't formally advertise roles at all; they hire through word of mouth or their own networks. 'This is a clear case where it would be excessive for government to impose detailed regulatory rules on small employers who simply don't have HR departments.'
Yahoo
3 days ago
- Entertainment
- Yahoo
Robin Wright on Fighting for Equal Pay on ‘House of Cards': They Said, ‘We Can't Pay You the Same' as Kevin Spacey ‘Because You Didn't Win an Academy Award'
Robin Wright reflected on her time on 'House of Cards' at the Monte-Carlo Television Festival on Monday, saying she had to fight for equal pay on the series because she didn't have an Oscar. During a chat moderated by Variety's international features director Leo Barraclough, Wright recalled scoring a lead role on the 2013 show, which was Netflix's first big TV series. More from Variety 'Sherlock & Daughter' Team Talks Expanding the Universe After Season 1: 'Crime Is Blissfully International' 'Gangs of London' Producer Teases Show's Future, 'New Characters and New Surprises' After Shocking Season 3 Deaths: 'Expect the Unexpected' Former 'Teen Wolf' Stars on How Young Actors Can Survive a Media Storm: 'Be Comfortable With Saying No' 'When David Fincher introduced 'House of Cards' to me, he said: 'This is going to be the future, it's going to be revolutionary,'' Wright recalled. 'And look where we are now.' However, she said she had to fight for equal pay on the hit show, which she co-led with Kevin Spacey. 'Yes, it was difficult. I am going to be honest,' she said. 'When I said, 'I think it's only fair because my character became as popular as [Spacey's], they said: 'We can't pay you the same as an actor, so we will make you exec producer and you can direct. We will give you three different paychecks.' I asked, 'Why can't you pay me as an actor?' 'Because you didn't win an Academy Award.'' But being angry 'wasn't going to change anything,' Wright said. 'That has been the protocol for years — it just is. If you say, 'Why did so-and-so female not get the same amount as Will Smith?' They say, 'It will increase after you win.' Nomination, not so much,' she continued. 'Why does it have to do anything with a raise?' She also talked about that controversial ending: 'That was my idea, so… Sorry. Initially, I said: 'Let him kill her.'' However, Wright said getting to direct the show was a 'gift.' 'It was the camera operator on 'House of Cards' who said, 'Why don't you just try?'' she recalled. 'I learned so much on that show. I didn't feel any pressure. I was encouraged to do it.' She also previewed her upcoming series, Amazon MGM Studios' psychological thriller 'The Girlfriend.' 'We all collaborated together to build this tension between two women who fight for this young man,' she said. Adapted from the novel by Michelle Frances – and featuring Olivia Cooke ('House of the Dragon'), Laurie Davidson ('Mary and George') and Waleed Zuaiter ('Gangs of London') – it will see Wright as Laura, who has it all: a glittering career, a loving husband and her precious only son, Daniel (Davidson). But Laura's seemingly perfect life is blown apart when Daniel brings home Cherry (Cooke), the girlfriend who changes everything. Wright is exec-producing, directing and starring in the six-episode limited series, set to premiere in the fall. Wright will receive the Crystal Nymph Award at Monte-Carlo TV fest in recognition of her exceptional career and her enduring influence on the audiovisual industry. She first started out in TV – in the soap opera 'Santa Barbara' – before moving into film. Wright is also engaged in activism, advocating for peace in the Democratic Republic of Congo and launching the charitable female sleepwear line Pour Les Femmes. She noted: 'I did it because I couldn't get any traction in Washington DC for the women of Congo. I really wanted to go to electronic companies and say: 'Can you wake up?' If you charge one dollar more for your iPhone, that dollar can go for protecting them. A lot of these women that I've met in hospitals are now doctors and lawyers.' 'Was there any pushback from DC? Yes. Congress people, they promise: 'We will get to it.' They just want to take a selfie with you.' Wright was joined on stage by Rola Bauer, executive producer for Amazon MGM Studios, who shared her philosophy when it comes to new shows: 'If you don't entertain people, they are not going to come. If it's possible, and if we can, enlighten [with these shows]. Give something back.' Later, Wright also talked about her film career including iconic titles like 'Princess Bride' and 'Forrest Gump.' 'People still ask me about these films. Only about these films.' She still has a soft spot for underseen Rebecca Miller's 'The Private Lives of Pippa Lee' – 'I wish she would work more' – but already-announced project 'Kissinger Takes Paris' with Tim Roth cast as Henry Kissinger might not see the light of the day. 'I don't think this is happening. It has been radio-silent for almost a year.' As for her biggest achievements, Wright answered: 'My children are still alive. As for my career… There's this window in your late 30s and early 40s, and there were no roles. It was dry. That's when 'House of Cards' came up. It helped me plateau for a while. I don't know if I would be able to get parts in films at the time.' Best of Variety New Movies Out Now in Theaters: What to See This Week 'Harry Potter' TV Show Cast Guide: Who's Who in Hogwarts? 25 Hollywood Legends Who Deserve an Honorary Oscar
Daily Mail
3 days ago
- Business
- Daily Mail
Employers could be forced to tell workers what their colleagues earn under a new government pay transparency plan
Employers could soon be forced to tell workers what their colleagues earn under new government plans to boost pay transparency. Ministers are consulting on how to end pay discrimination by looking at measures that would make salaries clearer even before the recruitment process has started. In a radical overhaul of equality laws, the government is considering measures such as making it mandatory to publish salary brackets on job descriptions and forcing companies to publish pay structures and progression criteria. Also thought to be on the table is increasing fines for firms that fall foul of equal pay rulings, the Times reports. Equal pay rulings could also be expanded to include race and disability equality, rather than just gender, and employers may be banned from asking about a candidate's salary history. In a consultation the government said it was committed to 'ending pay discrimination at work and tackling the gender pay gap'. It added it would 'examine the broadest possible range of potential options to achieve this, including pay transparency measures' and listed a number of initiatives employers could undertake. The overhaul to equality laws would also make public authorities personally responsible for socioeconomic disadvantages in their decisions. A spokesperson for the Conservatives told the Times the new measures would penalist the middle classes and those who are prviately educated. A government spokesperson rubbished the claim, adding: 'Positive discrimination is not permissible under the Equality Act, and this remains the case with the socioeconomic duty. 'What our duty will do is require specified public bodies to consider how their choices might tackle socioeconomic inequality of outcome.' The new equal pay rules could be enforced by a new governmental body, the Equal Pay Regulatory and Enforcement Unit, which would be given the power to isues fines, injunctions and change employee contracts. Tina McKenzie, policy chair at the Federation of Small Businesses, told the Times: 'Encouraging greater pay transparency is a good thing in principle but some of the measures being suggested simply don't fit the reality of small business life. It's also important to remember that many small firms don't formally advertise roles at all; they hire through word of mouth or their own networks. 'This is a clear case where it would be excessive for government to impose detailed regulatory rules on small employers who simply don't have HR departments.' A government spokesperson said: 'This government is pro-business and many businesses already go well beyond the requirements of the law in order to support pay equality. 'We are seeking to build the evidence base before deciding whether any changes in relation to pay transparency are necessary. By collecting evidence on how best to tackle pay disparities, we will be able to make sure that we maximise the benefits to both workers and employers.'
