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Preparing for Pay Transparency: 4 Communication Strategies

The push for more transparency in employee pay has been growing for some time now. Although initially inspired by the rise of a younger workforce and societal shifts focused on candor and equity, the movement has new allies. State and federal lawmakers have taken up the cause with some discussing, and others enacting, transformative legislation.

Whether driven by a need for better employee engagement or to adhere to legal requirements, these four best practices will help you effectively communicate this delicate information across your organization.

1. Understand the Rationale Behind Your Pay Philosophy and Processes

2. Revise Your Program Before Rolling Out Communications

3. Educate HR, Managers, and Other Internal Stakeholders

4. Determine What, How Much, and to Whom You Will Share

1. Understand the Rationale Behind Your Pay Philosophy and Processes

One of the first steps is to identify the “why” behind your compensation structure. Use this information to clearly define a pay philosophy for your organization which will serve as the foundation for your overall compensation strategy. Then, audit your practices to confirm that they match up with your philosophy, culture, and values. You must be able to explain your pay structure and justify decisions to employees, applicants, and recruiters. Your explanations must ring true or you risk losing credibility. 

In-house HR professionals can spearhead these surveys, or you can seek the expertise of external HR consultants to help you navigate this process.

2. Revise Your System Before Rolling Out Communications

As you review your current system, you may uncover inconsistencies or areas in need of additional consideration. For example, you may discover that people in the same position receive dissimilar compensation, or you may identify roles whose pay scales are below market. 

Any such areas must be addressed before you publicize compensation information. Failure to do so will undermine any trust and confidence employees have in your organization and expose the company to lawsuits and government compliance audits.

3. Educate HR, Managers, and Other Internal Stakeholders

Sharing pay information is going to generate questions. However, if your staff is well-informed, you can turn uncomfortable conversations into powerful opportunities to reinforce your culture and values and solicit feedback to improve your system. 

Train HR and managers so they have the tools to accurately share this vital information. Formal training is not always necessary. Effective platforms include webinars, directive FAQs, small group meetings, and any other vehicle that works for your organization. Just make sure to get the word out to your managers before you provide your pay data to employees and those outside the organization.

Be prepared to share the decision making process for setting ranges, initial salaries, merit increases, and promotional opportunities, as well as recognizing your employees and other aspects of your compensation program. Expect employees to request personal meetings with managers to address individual concerns. Proactively scheduling these one-on-one sessions will help build more trust between your organization and your employees.

4. Determine What, How Much, and to Whom You Will Share

Being transparent about how you pay your employees is not as simple as publishing pay ranges. You need to not only comply with any legal requirements but ensure that your strategy supports your organizational objectives and culture. 

Think about:

1. What your goals are for sharing pay information.

2. Your target audience.

3. How much information you want to share—pay ranges, market comparisons, salary information by job title or individual, etc.

4. Including context in your communications to give employees the full picture. Explain differences based on geography, market, experience, and any other relevant factors.

5. Proactively sharing information to minimize uncertainty and the circulation of inaccuracies, bolster pay visibility, and reinforce your employee value proposition.

6. A phased implementation. An incremental rollout will allow you to receive feedback and make adjustments along the way. 

Rolling out an effective pay transparency plan is a complex undertaking. Before you can begin to design a communication strategy, you must first determine how the organization’s pay philosophy and overall compensation strategy supports your culture. Then, design your communication plan to further support your goals. Pay transparency presents a unique opportunity to provide clarity, build trust, and enhance employee engagement, all while meeting legal requirements.  

ABOUT THE AUTHOR:

Jill Krumholz, Managing Partner

Jill brings to RealHR Solutions experience as a business owner, executive search consultant and corporate HR professional. Throughout her career, she has had the ability to build strong relationships, identify client needs and help company’s find solutions. As a search professional she used these strengths to source and identify talent. Before joining RealHR, Jill was a Principal at Charleston Partners, a global executive search and talent advisory firm for Fortune 500 companies.

She was also a Partner at Hayden Resource and previously founded her own search firm. Her prior HR experience includes retail and healthcare industry HR and operations. management positions. Jill holds a Masters in Industrial Social Work from Fordham University and a B.A. from CUNY City College. She is currently an active member of The Society of Human Resources Management nationally and locally.