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Pay transparency involves making compensation information available to all. It can be used in negotiations, to push for equal pay, and by social justice advocates. However, employees should be careful as some companies prohibit discussing compensation. Some companies promote salary transparency, but attitudes towards it vary in different regions.
Pay transparency is a situation where compensation information is made freely available rather than kept confidential. Most governments require pay transparency for government jobs, on the grounds that taxpayers deserve to know what they are paying for, and pay transparency is also present in some sectors. There are many ways in which compensation and benefits information can be used, from negotiating an employment contract to protecting workers.
Some people use salary transparency in salary negotiations, gathering information about prevailing salaries and specific compensation at certain companies to use in the contract decision process. Some feminists argue that wage transparency is especially valuable for women, given the common wage gap between women and men. By knowing how much a company’s men earn, a candidate for a position can argue for pay parity by drawing up a contrast with her employer.
Social justice advocates also use pay transparency in their work. College students at a university, for example, might lobby for wage transparency at companies that produce spirits, pushing for better compensation for those who make things like college-brand sweatshirts. Pay transparency can also be used to push for equal pay for people in similar industries, or to highlight the pay gap between the developed and developing world.
Employees should be careful about salary transparency. Some companies specifically prohibit discussion of compensation and benefits in their contracts, and people who disclose this information can potentially be terminated. It’s a good idea to read the terms of an employment contract carefully, and if information about someone else’s compensation is being used in negotiations, he or she should be asked first. Even a casual mention of pay can be seen as a breach of an employee contract, and if employees are unsure whether or not pay transparency is acceptable, they should ask their supervisors.
Some companies actively promote salary transparency, both to show employees that the company has transparent business dealings and to illustrate the salaries people can earn when they are at their peak. In these cases, employees can freely discuss compensation, benefits and bonuses with each other, and people are welcome to use this information in negotiations and ask why someone in a similar position is making more or less money.
When working in foreign countries, people should be aware that attitudes towards pay transparency vary considerably in different regions. In some nations, discussions of pay rates are taboo and considered highly inappropriate, while in other regions new employees may be routinely asked about the terms of their contracts.
Asset Smart.
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