Reply To: Do you think organizations should be required to share salary ranges in their job postings?

I don’t believe in a “should” approach, but in doing what’s best to achieve the desired outcome. As a strong advocate for transparency and equitable pay, I’ve seen firsthand how pay transparency contributes to organizational success. However, many organizations lack the internal capacity to establish an equitable pay system.

When legal regulations mandate salary ranges in job postings, companies are compelled to examine their pay practices and consider equity and market alignment. Some embrace this opportunity to become better employers, while others seek loopholes to maintain their status quo.

Publicly shared salary ranges alone won’t solve the problem. A wide range, like $70,000 to $130,000, can attract candidates at various experience levels. A senior candidate expecting $120,000 to $130,000 might be disappointed to learn the target salary is $70,000. This doesn’t save time, reduce the gender pay gap, or align compensation with market rates.

Ultimately, organizations have a choice to adopt best pay practices or strive towards them, or do nothing at all. Education and case studies emphasizing the benefits of pay transparency can be more effective than mandated salary ranges in job postings. People, not regulations, drive change. A shift in perspective can lead to better outcomes.