ONLY half of UK organisations include salary information in all their job adverts; 29 percent include it in some.
The findings reflect the ongoing pay transparency debate among reward, compensation, and diversity professionals. They say the UK has fallen behind EU legislation on mandatory salary listings.
There are sector-specific variations in pay transparency efforts, with the private sector lagging at a 26 percent adoption rate. Public and not-for-profit organisations have embraced transparency in job adverts at rates of 83 and 79 percent respectively.
Research by XpertHR and Executive Networks showed that 76 percent of senior HR leaders consider pay transparency a priority — but only half follow through.
Companies with transparent job adverts report a nine percent gender pay gap, compared to 19 percent for those without. Transparency, along with pay-analysis tools, can help to establish fair pay practices. An open culture underpinned by data-driven pay practices allows organisations to narrow pay gaps, say the report authors.
They also found a higher proportion of females in high-paying roles in organisations that always disclose salaries, a median of 65 percent. That drops to 33 percent in those with partial disclosure, and 24 percent for those with no salary information in ads.
Director of fair future of work strategy at XpertHR, Zara Nanu, says UK pay-gap reporting does not yet address transparency in any significant way. “There’s nothing stopping organisations going beyond the legislative requirements,” she said. “By harnessing technology to analyse and address core pay-disparity gaps, pay transparency becomes more attainable.”
