{"id":6713,"date":"2024-10-04T15:02:03","date_gmt":"2024-10-04T15:02:03","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=6713"},"modified":"2025-08-27T13:31:19","modified_gmt":"2025-08-27T13:31:19","slug":"pay-transparency-strategy","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/pay-transparency-strategy\/","title":{"rendered":"5 steps to creating a pay transparency strategy"},"content":{"rendered":"\n
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5 steps to creating a pay transparency strategy<\/h1>\n\n\n\n

Pay transparency is becoming a common compliance issue, and HR leaders need a proactive approach. This guide outlines the necessary steps and key considerations for executing a pay transparency strategy.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Published: October 4, 2024 | by Emily Scace<\/strong>, <\/strong>JD, Senior Legal Editor at Brightmine<\/p>\n\n\n\n

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This resource is an abridged version of our in-depth How To, “How to implement a pay transparency strategy.” Access the premium resource now with a FREE trial of the HR & Compliance Center, formerly XpertHR tools and resources.<\/p>\n\n\n\n

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Pay transparency has become an increasingly prominent topic in compensation circles. New regulations have (and continue) to emerge across various states and localities, all aiming to enhance pay equity.<\/p>\n\n\n\n

And these regulations are diverse. Some pay transparency laws require employers to post salary ranges or wage ranges in job postings (internal and external). Others mandate disclosing pay ranges to applicants during the hiring process without requiring public posting of such information. Additionally, some laws grant current employees the right to access the pay range for their respective roles.<\/p>\n\n\n\n

For businesses bound by these regulations, a proactive approach to implementing pay transparency is key. Even those not legally obliged to disclose pay ranges might find benefits in doing so. Aside from closing pay gaps, transparency helps attract and retain top talent<\/a>, foster employee trust, and advance diversity, equity, and inclusion (DEI) objectives. In fact, 80% of employees likely wouldn’t apply to a job that didn’t disclose a salary range, according to a recent ResumeLab survey.<\/p>\n\n\n\n

This guide outlines the necessary steps and key considerations for executing a pay transparency strategy.<\/p>\n\n\n\n

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In this resource:<\/h2>\n\n\n\n
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  1. Identify applicable laws<\/a><\/li>\n\n\n\n
  2. Create or update your salary structure<\/a><\/li>\n\n\n\n
  3. Conduct a pay equity audit<\/a><\/li>\n\n\n\n
  4. Begin including salary ranges in job postings<\/a><\/li>\n\n\n\n
  5. Train stakeholders<\/a><\/li>\n<\/ol>\n<\/div>\n<\/div>\n\n\n\n

    1. Identify applicable laws<\/h2>\n\n\n\n

    When implementing a pay transparency strategy, first, identify relevant local or state pay transparency laws. Pay transparency laws generally fall into two categories:<\/p>\n\n\n\n