Pay transparency is quickly becoming a must-have in job postings, making it far simpler for potential candidates to get an idea of their potential earnings. New findings reveal that as of August, half of the job ads in the U.S featured some form of employer-provided financial information. This figure has seen a steep increase from the 18% noted in February 2020.
Such a significant rise can largely be credited to an array of laws promoting salary transparency passed in the past few years. With the enactment of New York State’s recent disclosure law, the pool of postings with salary data is likely to continue swelling.
Making Headway with Pay Transparency
Cory Stahle, an economist at the Indeed Hiring Lab, affirms that salary transparency is a trend that’s here to rest. Given the spectacular near-tripling of transparent postings in recent years, a reversion to previous norms of 15 to 20% job listings offering salary details is highly improbable.
By the close of this year, roughly one-fourth of the U.S workforce will fall under a local or state law mandating business transparency regarding payment range.
State Laws Creating Waves
New York State has recently enforced a pay-transparency law demanding employers to reveal salary ranges in job listings. The efficacy of this law is reflected in the significant uptick in New York State job postings displaying some level of pay transparency in August – a whopping 61%, a drastic leap from the previous year’s 31%.
Coming into the new year, California and Washington State also began the mandate for employers to share salary ranges in all their job ads. Similar salary disclosure norms have been instituted in Colorado, whereas Maryland and Rhode Island mandate pay information upon the applicant’s request.
In Colorado, eight out of ten job listings feature salary data, making it the most transparent state with a law that came into effect in 2021. Other states are rapidly catching up to chalk out laws to balance power dynamics during the recruitment process.
Geographic Disparities in Transparency
Despite the nationwide push for pay transparency, adoption rates differ across geographic lines, with western state employers showing the highest rates of salary details in postings. Conversely, southern states showed a reluctance to share salary information upfront.
Yet it’s evident that pay transparency rates have surged dramatically in cities subject to pay disclosure laws.
The Impact on Job Seekers & Employers
The integration of these laws translates into enhanced bargaining power for job aspirants. Knowing the salary range for a role helps job seekers gauge the remuneration they can expect and position their negotiation efforts well.
What’s more, employers who openly post salaries often end up benefiting from the practice. According to SHRM (Society for Human Resource Management) research, 70% of organizations that outline pay ranges in job advertisements noticed an increase in applicant numbers, whilst 66% referred to an enhancement in applicant quality. Moreover, 65% acknowledged that publicizing pay ranges makes them more competitive in attracting top talent.
Persistent Challenges for Pay Transparency
However, as job openings start to decline, companies might be tempted to reveal less about their pay structure. Employers might continue to advertise pay, but with diminished detail precision.
The reluctance to share intricate salary data could stem from various factors. For instance, employees familiar with what a similar job pays elsewhere could consider switching jobs for better compensation. They may also feel empowered to request a raise based on the salaries posted by their employer for new hires in similar positions. As per a survey by the Society for Human Resource Management, 36% of 1,300 HR professionals reported an increased number of employees asking for pay raises due to transparency laws.
Only time will reveal how these trends unfold, but one thing is certain – salary transparency is here to stay.
