About Pay Transparency

Coming together to help expand pay awareness and support open conversations on wage transparency.

Our Mission

Build a database of information that creates the most value for all. Compiling honest and straightforward anonymous feedback from a wide range of professional to help inspire and support wage discussions for current and future employments.

Our Values

We strive to go above and beyond with providing free information access no matter the challenge. We aim to deliver and help identify wage discrepancies and support pay equality in the workforce.

Pros/Benefits

  1. Antidiscrimination tool
    • Helps reduce wage disparity by uncovering pay gaps between similar employees
    • Minimize disparities with racial, gender, sexual orientation and disability discriminations while encouraging diversity and inclusion
  2. Productivity booster
    • Studies show the majority of individuals work more productive when they are given information about earnings from their peers
  3. Attract new talent and boost diversity
    • Helps attract top talent; individuals want to work for companies that offer Competitive AND Fair Wages.
    • More diverse candidates are likely to apply and join the company if they feel they will being treated fairly
  4. Improves Retention
    • Can contribute to high level of employee engagement and possibly make employees feel they are being treated equitable
    • Helps minimize the risk of leaving the company due to pay
  5. Improve Business Reputation
    • Helps generate value for a business’ workplace culture
    • It can also help send a message to other business and individuals that its employees are it’s most valued asset

Source : 1

Challenges/Consequences

  1. Pay Transparency
    • Is still a new concept and a substantial amount of people are uncomfortable with having their salary out in the open
    • Challenges for companies on finding a right medium and balance for transparency 
  2. Organization Impact 
    • Minimizes organization control which can increase internal conflict
      • Differences in pay may cause conflict and awkwardness among employees
      • Employees may feel less inclined to collaborate on projects with higher-paid colleagues
      • Reduced effort from employees who feel they aren’t being treated fairly – triggering envy and perceptions of inequality
      • Pitting employees against each other – resulting in low morale
  3. Pay Secrecy
    •  Gives an employer a greater bargaining power in salary negotiations
    • Companies may also end up hiring difficulties or retaining fewer talented individuals due to transparency issues
  4. Pay Secrecy will help protect Employee’s Privacy
    • How much somebody gets paid is generally considered to be personal and private information
      • Important to some but may not align with all employees of the company

Source : 1

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FAQ

Most frequent questions and answers

Pay transparency refers to companies being open about the compensation provided for current and prospective employees, as a step toward pay equity.4

Under the National Labor Relations Act, employees have the right to communicate with other employees at their workplace about their wages. 5 However; this will be for those employees that are covered by the Act.

To learn more  – NLRB

Prohibits federal contractors and federally‐assisted construction contractors and subcontractors, who do over $10,000 in Government business in one year from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin.

 

Additionally, applicants and employees cannot be subject to adverse employment action for asking about discussing or sharing information about their pay or the pay of their coworkers. However; this right is subject to certain limited exceptions.6 and 7

To learn more – DOL

We found the following link helpful to find information for an on-going list of locations that require employers to disclose pay or pay ranges8 :

List : Locations