Infographic: The new reality of pay transparency 

As expectations shift and legislative requirements expand to encompass increased transparency in the workforce, the best way to stay relevant and trusted in your industry is to keep up with the shifting tide by transforming your company’s approach to pay transparency to meet expectations on national and global scales.

Today, all legislative paths point towards ever-increasing requirements around pay transparency, both in the US and now abroad. Requirements under pay transparency legislation vary, from making available pay ranges to candidates upon request, to providing ranges on all job postings, and even requiring that information be provided to current employees.

The advent of social data around pay, new generations at work, and external scrutiny around diversity, equity and inclusion—including pay equity—have driven shifting expectations around pay transparency. Workers of younger generations are entering the workforce with a baseline expectation of equity and an openness when it comes to discussing pay with their peers. Candidates are becoming increasingly accustomed to having access to pay data, and many say they won’t apply to a job without this information.

Pay transparency is a journey, and organizations start and stop at different points. The key is to define your strategy and build a roadmap between where you are today and where you want to go.