Just over 1 in 4 workers is covered by some form of U.S. pay transparency legislation. At least 15 states are considering pay transparency laws.

There continue to be leaders who do not want to share a base pay range on a job posting. Their reasons sound something like this:

1. “Our competitors will find out what we are paying.”

2. “Employees will know if they are paid low in the range. Managers will have to answer a lot of questions.”

3. “Do we have employees paid below the range minimum?”

4. “We don’t pay as much as other employers. Won’t this cause fewer candidates to apply?”

5. “This is confidential information. Unless we are going to offer someone the job, they don’t need to know the base pay range before applying.”

6. “Aren’t candidates going to want to be paid at the top end of the range that is posted? What do we say when they ask for more than we offer?”

7. “What if an employee starts keeping track of the base pay ranges that we post on job openings and then shares that information with other employees in a spreadsheet? What if a competitor does this?”

It is time to get your leaders on board with reality. This isn’t going to go away.

You must be prepared to answer their questions and address their concerns.

What other reasons have you heard from leaders who are reluctant to be transparent?

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