Pros of salary transparency include the fact it can save time for both businesses recruiting and candidates applying. If businesses are open and transparent with salaries, then it allows them to attract the right candidates, as well as allowing candidates to discover the right roles for them, without any time being wasted for either party. Salary transparency can also help to expose discrimination, helping to allow this issue to be tackled.
Some hiring teams have criticised this by stating that although listing the salary can reduce time during the hiring process, it can also increase the rate of less meaningful applications by applicants who are purely salary driven and don’t have any passion or interest in the company or role.
It has also been argued that full salary transparency doesn’t work as people with the same job role might have different salaries for reasons, including time with the company, time in the industry, work performance, specialities or additional training. Therefore, being transparent with salaries is not necessarily helpful when there might be underlying factors on why the pay is different. But could providing a salary bracket be a way to ‘meet in the middle’, by proving a form of salary transparency while also recognising that other factors might effect salary?
Despite the law that requires qualifying businesses to report their gender pay gap, there are currently no laws in the UK that enforce businesses to disclose the salary details of their employees, or to advertise state the salary in job descriptions when recruiting. The introduction of the pilot scheme suggests there may be a future legislation change.