New York City’s salary transparency in job advertisements law took effect on Nov. 1, but some companies were already ahead of the new statute, Crain’s New York Business reported.

The law’s requirement for companies to post salary ranges for vacant jobs was delayed from May because executives and business groups said that they were not consulted. In advance of the law’s implementation, companies have been getting on board by streamlining their internal and external compensation structures, according to Crain’s. Larger companies have been sharing pay ranges with candidates in recent years.

The new law has multiple aims, diversity and equity among them. It seems to be having its intended effect already; the law has attracted a broader pool of candidates, and three quarters of them said  they would be more likely to apply for a job that listed a salary range, Indeed Chief Economist Svenja Gudell told a U.S. House of Representatives roundtable last month.

“Businesses are increasingly looking at pay transparency as a diversity, equity and inclusion strategy, ensuring happier employees and the ability to grow their business,” she said.

Trey Ditto, chief executive of Ditto PR, has noticed a difference since his firm instituted pay transparency four years ago. Nearly 40 percent of his workers are Asian, Latino or Black, he said, more than double the number from 2018.

“When you are transparent about salaries and raises and promotions, that eliminates bias,” he said. “Nobody feels disenfranchised, because they know where they are on the pay range.”

But not everyone sees the new law as a positive.

Small companies or those without human resources departments might have trouble establishing or communicating salary ranges, possibly placing them in violation of the law, Frank Kerbein, director of the Center for Human Resources of the New York Business Council, told Crain’s.