Starting discussion about pay transparency in the workplace can be difficult.
Here’s a single page of how to answer common objections:
For a more step-by-step and in-depth explainer, try our conversation guide:
Check out this vital FAQ page:
A clear set of Pay Transparency Myths versus Facts:
To catch up with our current campaigning around Pay Transparency,
check out our campaign page.
Pay transparency is exactly what it sounds like, it’s the degree to which employers are open about what, why, how and how much employees are paid, and to what degree employees are allowed to share that information with others. Our goal is to eliminate confidentiality clauses so you can start the discussion with your colleagues about pay.
Pay confidentiality clauses only benefit employers. The concealment of pay allows more money to be allocated to those who negotiate more aggressively, those who threaten to quit, or those who are friends with the boss. Unconscious bias can also infiltrate salary decisions when pay is kept quiet. When pay is transparent, organisations must be able to justify each employee’s salary – which can eliminate or reduce bias, conscious or unconscious.
Pay transparency forces organisations to improve the way they attract and retain staff. It forces employers to develop well thought through, data driven approach to remuneration that is fair to employees and is proactive, rather than reactive. When pay transparency is part of an organisations remuneration policy it has been shown to have a positive impact on job satisfaction, employee engagement and productivity.
The FSU understands that within banking and finance there is a culture of secrecy about pay. Our campaign is to get your employers to agree to allow workers to freely discuss their pay and remuneration. This campaign is about shining a light on the 19% (2022) gender pay gap faced in our industry – and that means being able to start the discussion with your colleagues without fear of repercussions.