Where should you start with achieving pay transparency?

Getting started with pay transparency means kicking things off with clear and open communication about your reward policies. While many companies are already diving into this, there’s still plenty of room for improvement. Our research shows that fewer than two-thirds of employers are fully up-to-date on the legal rules around pay transparency, which should be the backbone of your approach. So, where does your company stand compared to the rest? 

To make pay transparency work, begin by getting a solid grasp of these legal requirements. Next, develop a communication plan that’s all about clarity—explain how your reward policies work, how salaries are determined, and any changes that might come up. Make sure this information is easy to access and understand for everyone. 

Transparency doesn’t always mean everyone knows each other’s salaries, but being open about how the system works, how pay is determined, and how employees can advance can make a big difference. Sharing information like average salaries or gender pay gaps can also help build trust. 

Don’t wait for official pay transparency mandates to take action. Start by implementing initiatives such as regularly monitoring pay equity, engaging in collective bargaining for equal pay, and reviewing reward practices if you find significant, unexplained gender pay gaps. By taking these steps now, you’ll not only meet legal standards but also foster a culture of trust and fairness, which helps attract and keep the best of the best.