We Brits have a bit of a reputation for being tight-lipped about money. It’s almost a national sport—dodging questions about earnings, pretending we don’t care, and awkwardly mumbling “competitive” when asked about pay. But here’s the thing: this culture of secrecy is doing more harm than good, especially when it comes to job adverts and recruitment.
The Elephant in the Job Ad
Imagine this: you find the advertisement for what you think it your ideal job, it seems tailor-made for you. The responsibilities align perfectly with your skills, the company culture sounds inviting, and the location is on point. But then you notice a glaring omission—no mention of the salary you’d be paid. Suddenly, you’re left in the dark, wondering if it’s even worth applying. In fact, research indicates that job listings without salary details receive significantly fewer applications than those which do. (Watch This Sp_ce)
The Impact on Diversity and Inclusion
Not disclosing salaries doesn’t just frustrate job seekers; it perpetuates inequality. Studies have shown that women, ethnic minorities, and disabled individuals are disproportionately affected by salary secrecy. For instance, 60% of women in the UK either don’t know what their male colleagues earn or believe they are earning less while doing the same job. This lack of transparency can lead to feelings of undervaluation and disengagement. (Watch This Sp_ce)
Moreover, asking candidates about their salary history (what is your salary expectation another one) are common practice and can further entrench pay disparities. Campaigners urge employers to stop this practice, as it often results in lower wage offers, particularly affecting women and minorities. (The Guardian)
Building Trust Through Transparency
Being upfront about salary isn’t just about fairness; it’s about building trust. When employers disclose pay ranges, they signal a commitment to equity and respect for their employees’ worth. It also streamlines the hiring process, attracting candidates who are genuinely interested and aligned with the remuneration offered. In fact, job adverts that include salary information receive more applications and attract a more diverse pool of candidates. (3R Strategy, Adecco, Totaljobs)
The Bigger Picture: Legal and Ethical Considerations
While the UK currently lacks legislation mandating salary disclosure in job adverts, the European Union is moving towards greater pay transparency. By 2026, EU member states will be required to share salary details in job ads or before initial interviews to tackle pay inequality. Although the UK isn’t bound by this directive post-Brexit, it’s a clear indication of the direction in which employment practices are heading globally.(Reuters). If you recruit internationally it is going to become more apparent that salary disclosure isn’t happening.
So, what can employers do?
- Include salary ranges: Even if it’s a range, it provides a starting point for discussions and sets clear expectations. So between £25,000 and £35,000 for example
- Avoid asking for salary history: Focus on the value the candidate brings, not what they were paid previously.(HR Magazine) They may have been significantly underpaid and you don’t want to do that, do you?
- Regularly review pay structures: Ensure that remuneration is equitable across roles and demographics. (Financial Times)
- Foster an open culture: Encourage conversations about pay and career progression within your organisation, and don’t shy away from discussions around pay.
Talking about money doesn’t have to be taboo. In fact, it’s essential for creating fair, inclusive, and transparent workplaces. By breaking the silence around salaries, we not only empower individuals but also build stronger, more trusting organisations. So next time you’re crafting a job advert, remember: show the salary, it can make a big difference to who applies.
And how much is competitive anyway??