From Hush-Hush to Openness: How Gen Z is Making Salary Transparency a Must-Have


The rise of Gen Z in the workforce has sparked a movement for greater salary transparency. This generation demands more openness and accountability regarding compensation, and their attitude is reshaping the workplace. According to a survey by CNBC, 83% of Gen Z respondents said they believe salary transparency is important, compared to 69% of millennials and 65% of Gen Xers. Here’s how Gen Z is changing salary transparency and why other generations should support this shift.

To start, let’s define salary transparency. Salary transparency is the practice of making information about salaries and compensation packages publicly available. Companies have historically been hesitant to do this, fearing that it could lead to dissatisfaction among employees or resentment and conflict. However, Gen Z is changing this. They have grown up in an era of social media and digital connectivity, where transparency is the norm. As a result, this generation is pushing for greater openness and accountability from their employers. They want to know they’re being paid fairly and have access to the same opportunities as their colleagues.

One way Gen Z is driving this change is through social media. Platforms like LinkedIn and Glassdoor allow users to share information about their salaries and compensation packages, giving others an insight into what they can expect to earn in a particular job or industry. This has created a more open and transparent job market where job seekers can make more informed career decisions. For example, Glassdoor has over 55 million reviews and insights for over one million companies.

In addition, Gen Z is advocating for greater transparency within their own companies. They want employers to share information about how salaries are calculated and what factors are taken into account. They want to ensure their salaries are based on objective criteria rather than subjective opinions or biases. This has led to a shift towards more data-driven decision-making, with companies using analytics and algorithms to determine salaries and compensation packages.

But why should other generations support this movement toward greater salary transparency? For one, it promotes fairness and equality in the workplace. When salaries are transparent, it’s easier to identify and address any disparities or biases. This helps to create a more level playing field where everyone has an equal opportunity to succeed. According to a study by Payscale, employees who believe they are paid fairly are 4.5 times more likely to be engaged at work and 1.5 times more likely to stay with their current employer.

Transparency also helps to reduce the gender pay gap. Studies have shown that women are often paid less than men for the same job. When salaries are publicly available, it’s easier to identify any discrepancies and take action to address them. In a study by PayScale, only 38% of companies with pay transparency reported a gender pay gap, compared to 55% of companies without it.

Finally, greater salary transparency can lead to higher employee trust and engagement. When employees feel that they are being paid fairly and have access to the same opportunities as their colleagues, they are more likely to be committed to their work and stay with their employer for longer. This can increase productivity and reduce turnover, benefiting employees and employers.

In conclusion, Gen Z is leading the charge for greater salary transparency in the workplace. This shift promotes fairness and equality, reduces the gender pay gap, and increases employee trust and engagement. Companies should embrace this new era of transparency and work towards creating a more open and equitable workplace for all. As the workplace continues to evolve, it’s important for companies to recognize the changing attitudes of younger generations and adapt accordingly.