Making payments public can reduce conflicts, but requires careful planning

There are many arguments in favor of making salaries public, such as, for example, that this can make recruitment more efficient, since in many cases, only at the end of the hiring process, it becomes clear that the ideas of the two parties do not meet when it comes to salaries. By filtering out such cases, the burden can be relieved on the professionals involved in HR processes.

The gender wage gap is currently still a problem: based on Eurostat data, in 2020, women’s gross hourly wages, taking into account the same positions, were on average 13 percent lower than men’s in the European Union. By introducing wage transparency, this difference can be reduced globally, and a given company can benefit if job seekers see that it is truly committed to proportional wages. At the same time, wage transparency can cause internal conflicts and wage tension – on the one hand between colleagues, and on the other hand between the employer and the employee. However, such situations can be prevented with thorough planning and rethinking.