When a candidate is asked for their current salary in a job interview, it can be a challenging moment, especially for those from underrepresented communities who often face significant pay equity gaps. Disclosing current compensation can unintentionally perpetuate these gaps, as employers may base their offers on your past earnings rather than the true market value of your skills and experience. This practice can exacerbate existing inequalities, locking individuals into a cycle of underpayment and undervaluation.

To navigate this situation smartly, it's essential to shift the conversation away from past compensation and toward your expectations based on the role you're applying for. One effective approach is to politely redirect the question by saying something like, "I'm looking for a compensation package that reflects the market rate for this role and aligns with the value I can bring to your company." If pressed further, you can mention that your past salary doesn't fully represent your current skill level or the value you bring to the table. This opens the door to discuss your qualifications and the market rate for the position, rather than being anchored to a potentially outdated or unfair salary.

For candidates who find themselves in situations where a company requires salary history as part of the application process, it's important to handle this strategically. You might consider responding with a broad salary range rather than a specific number, emphasizing that your expectation is to be compensated fairly based on the responsibilities of the new role. Additionally, make it clear that you're open to discussing compensation in greater detail once you've had the opportunity to fully understand the scope of the position.