The pay transparency movement is gaining momentum. In the past few years, several states and cities have put laws and regulations in place that require employers to include salary ranges in their job postings.
Employers operating under pay transparency requirements are quickly adopting tools and processes to enable compliance, but that’s just one small piece of a much larger puzzle. To successfully implement pay transparency, organizational leaders need to plan carefully, manage the change thoughtfully, consider the work culture they want to sustain or build and, perhaps most importantly, proactively communicate with employees and managers about what pay transparency means for them.
