Why We're Committed to Ending Salary Secrecy and Advancing Pay Equity in the Membership Sector

In recent years, there has been a growing movement towards salary transparency. It's a trend that is gaining momentum as more and more companies realise the importance of being open and transparent about how much they pay their employees.

At the heart of this movement is the belief that salary transparency can help to tackle the gender and ethnicity pay gap. By making salary information available to all employees, companies can help to ensure that pay is based on skills and experience, rather than factors such as gender or ethnicity.

There are several reasons why we believe that salary transparency is important. Firstly, it helps to create a more equal and inclusive workplace. When salaries are secret, it's easy for unconscious biases to creep in, and for pay to be influenced by factors such as gender, ethnicity, or even personal relationships with managers. By making salary information available to all employees, we can help to ensure that everyone is paid fairly and equitably.

Secondly, salary transparency can help to improve employee engagement and retention. When employees feel that they are being paid fairly, and that there is transparency around how pay is calculated, they are more likely to feel valued and appreciated. This can lead to improved job satisfaction, and a lower staff turnover rate.

Finally, salary transparency can help to build trust between employees and their managers. When salaries are secret, it can create a sense of suspicion or mistrust among employees, who may wonder if they are being paid less than their colleagues. By being open and transparent about how pay is calculated, we can help to build a more positive and trusting workplace culture.

In conclusion, we believe that salary transparency is an important step towards creating a more equal and inclusive workplace. By pledging to the Fawcett Society's #EndSalaryHistory campaign, and by being transparent about the salaries on offer for different roles, we hope that the Work in Membership Jobs Board will do its bit for advancing pay equity within the membership sector. We believe that when everyone is paid fairly and equitably, it benefits not only individual employees, but the company as a whole.

What can you do as a membership organisation?

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Make a pledge to the Fawcett Society's #EndSalaryHistory campaign, which means that you will not ask for details of any current or previous salaries. This practice is a self-perpetuating system that maintains historical gender and ethnicity pay inequality.

At the same time, we believe that it's important to be transparent about the salaries on offer for different roles. If posting a job, include a set salary range, so that potential candidates can see what they can expect to earn if they are successful in their application.

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