It’s time for the UK to champion salary transparency

In Britain it’s still common for private sector job adverts to describe a salary as ‘competitive’ or ‘at market rate’. But those terms mean very little if you don’t know what the market rate is, writes Niamh O Regan

Salary transparency can help reduce gender and ethnicity pay gaps, but the UK isn’t yet seizing that opportunity (AFP/Getty)

How much are your colleagues paid? How much could you earn in your next job? If you’re in Britain, you probably don’t know those things. And that’s a missed opportunity.

Salary transparency can help reduce gender and ethnicity pay gaps, but the UK isn’t yet seizing that opportunity.

New York City Council recently approved legislation that requires the inclusion of salary information on job postings, in an active step to fight gender and ethnicity pay gaps. The new rules state that from 1 November this year, every company in New York with more than four employees will need to disclose the minimum and maximum salaries that are on offer for any vacant position, including promotions or transfers. The state of Colorado introduced a similar policy last year.