{"id":7419,"date":"2025-01-13T12:13:17","date_gmt":"2025-01-13T12:13:17","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=7419"},"modified":"2026-10-21T09:42:37","modified_gmt":"2026-10-21T14:42:37","slug":"attitudes-on-pay-transparency-and-equity-in-the-workplace","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/pay-transparency\/attitudes-on-pay-transparency-and-equity-in-the-workplace\/","title":{"rendered":"Attitudes on pay transparency and equity in the workplace"},"content":{"rendered":"\n
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by Brightmine<\/strong><\/p>\n\n\n\n

Pay transparency and equity are not just moral or regulatory obligations\u2013they are vital components of a successful talent strategy<\/a>. In a labor market increasingly defined by worker expectations around fairness, accountability and trust, employers that fall short on pay transparency and equity risk more than legal penalties but the ability to foster a diverse and competitive workforce.<\/p>\n\n\n\n

However, separate research of HR professionals by Brightmine in December 2024, revealed a troubling disconnect:
only a third of organizations consider these regulations integral to their business strategy. For the majority, compliance remains either a task to delegate (37%) or worse, a source of frustration (30%). This mindset does not align with today\u2019s workforce\u2013particularly young workers and women, who place immense value on transparent and equitable pay practices.<\/p>\n\n\n\n

To stay competitive in 2025, employers must take meaningful action to promote pay transparency and equity and meet employees\u2019 evolving expectations. But what does meaningful action look like to workers and what will happen if employers fail to meet the mark?<\/p>\n\n\n\n

To better understand this, we commissioned a survey of 2,000 U.S.-based adults, including 1,116 employed Americans to gain insight into Americans\u2019 view on pay transparency and equity as foundations of workplace satisfaction and retention, their perceptions of the progress being made and their expectations for the future.<\/p>\n\n\n\n

Pay transparency and equity: cornerstones of talent attraction and retention<\/h2>\n\n\n\n

Pay transparency and equity are essential pillars for attracting and retaining talent in today\u2019s competitive labor market. As of 2024, 14 U.S. states<\/a> and Washington D.C. have passed laws to regulate pay transparency. As legislation aimed at promoting more transparent pay practices becomes more prevalent, these issues are under sharper scrutiny than ever before. Employees today are not only more aware of the historical lack of transparency around compensation and the pay disparities that exist. They also have higher expectations for employers to demonstrate a clear commitment to fairness, accountability and inclusion in their pay practices beyond legal requirements. In fact, when asked to rank job factors in order of importance, a third (33%) of employed Americans ranked pay transparency and equity as their top priority, compared to compensation and benefits (33%), career growth opportunities (13%), workplace flexibility (11%) and company culture (10%).<\/p>\n\n\n\n

This demand for pay transparency and equity is particularly pronounced among younger workers. Gen Z respondents (44%) were most likely to rank pay transparency and equity as the most important job factor, followed by Millennials (37%), Gen X (26%) and Baby Boomers (20%). With Gen Z expected to make up 30%<\/a> of the U.S. workforce by 2030, this is an urgent signal for employers to review and refine their pay transparency and equity strategies and ensure practices are more than just check-the-box exercises.<\/p>\n\n\n\n

Moreover, employees want to feel confident their pay is competitive in the broader market and that their employer openly communicates how pay aligns with their skills, experience and contributions. If expectations aren\u2019t met, it can spell trouble for employers. A third (33%) of employed Americans say they would seriously consider seeking employment elsewhere if they learned that a colleague in the same role was earning a higher salary than them and another 51% saying it might push them to explore other employment options, just not immediately.<\/p>\n\n\n\n

Reality check: employers aren\u2019t meeting employee expectations<\/h2>\n\n\n\n

Despite the importance of pay transparency and equity in driving talent outcomes and overall business success, many organizations are falling short of employee expectations. Only a third (32%) of employed Americans consider their employer \u201cvery effective\u201d in their current approach to pay transparency and more than a quarter (26%) believe their organization prioritizes profits over fair pay.<\/p>\n\n\n\n

Unmet expectations for pay transparency and equity are felt particularly acutely by women and Gen Z workers.<\/p>\n\n\n\n

When it comes to female workers:<\/p>\n\n\n\n