Pay Transparency


Read our report on pay secrecy at CBA

Find out where your employer stands

Use our template email to ask if they will follow the lead of the 4 largest banks and make a commitment to removing any requirement for employees to maintain confidentiality with respect to remuneration. Make sure to cc your union in:

Watch IWD 2022 discussion on pay secrecy

Click here for resources to help #startthediscussion



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.


Talking about pay transparency in the workplace can be difficult. To help, we’ve created a set of cards to collect and share. Share the link to the pledge with your coworkers and see how many you can reveal together and get a better sense of why #I’mForEqualPay.

Take the Pledge

Take the pledge to start the discussion on pay transparency in your workplace.


Quick Facts: May 2022

The national gender pay gap is 14.1% – on average women earned $263.90 less than men each week.

In the finance industry the full-time gender gap is 19% (base salary for full-time workers).

The total gender pay gap (total remuneration including bonuses and incentives) is 28.5%. The gender pay gap did fall 1% in the last year, but without some big changes it will take a generation for the pay gap to be eliminated!

Data from WGEA website:

Finance fail

The national gender pay gap is 14.2%, while the Financial and Insurance Services industry national pay gap is 24.1%.


On average, women working full time in the finance and insurance industry earned $560 less than their male counterparts.

In this together

Men in heterosexual relationships have fewer options and are less likely to take primary parental leave when their partners are earning less.