To: The Rt Hon Jonathan Reynolds MP (Secretary of State for Business and Trade)
Mandate Salary Transparency in Job Adverts to Promote Fairness
Our Demand
We urge the Department for Business and Trade, which is under the leadership of the Secretary of State, to introduce legislation requiring all job advertisements in the UK to include salary information, whether it be a definitive figure or a meaningful range that is not excessively broad.
We further call for the banning of ambiguous terms like "competitive salary", which only serve to perpetuate inequity.
This measure is essential to fostering fairness, equity, and trust in the job market.
Together, we can create a UK where everyone has the opportunity to thrive, free from systemic barriers to equality.
Why is this important?
In the United Kingdom, the lack of salary transparency in job adverts perpetuates inequality and disadvantages certain groups, including women, LGBTQIA+ individuals, ethnic minorities, and people with disabilities.
This opaque practice contributes to systemic barriers in the workplace, enabling pay discrimination and reducing opportunities for equitable employment.
The Issue
Hidden salaries are more than just an inconvenience; they actively perpetuate inequality:
For Women:
Women in the UK continue to face a gender pay gap of 13.1% (as of April 2024).
Lack of transparency exacerbates this issue by making it harder for women to negotiate fair salaries, particularly in male-dominated industries.
Research shows women are less likely to apply for roles when salary information is absent, fearing they may be offered less than their worth.
For LGBTQIA+ Individuals:
Members of the LGBTQIA+ community are already at a disadvantage, often facing workplace discrimination.
Hidden salaries make it easier for employers to offer unequal pay, relying on stereotypes or biases about perceived “value” rather than qualifications.
For Ethnic Minorities:
Ethnic minorities in the UK face persistent pay disparities, with Black and South Asian workers earning significantly less on average than their white counterparts.
Without transparency, there is no accountability for these disparities, and workers may unknowingly accept lower pay due to systemic discrimination.
For People with Disabilities:
Disabled workers experience a disability pay gap of 17.2% in the UK (as of November 2024).
Many disabled individuals feel compelled to accept roles without salary clarity, fearing their disability may affect pay negotiations or job offers.
The Problem with “Competitive Salary”
Phrases like "competitive salary" in job adverts are vague, unhelpful, and allow for significant disparities in pay.
This lack of clarity disadvantages candidates in several ways:
It Masks Pay Inequities: Employers can exploit the ambiguity of "competitive salary" to offer less to candidates based on gender, race, or other biases.
It Discourages Applications: Many candidates, particularly those from under-represented groups, may avoid applying to roles where compensation is unclear, fearing they won’t be paid fairly.
It Wastes Time: Job seekers and employers both lose valuable time when salary expectations don't align.
We demand that employers be required to disclose a definitive salary or, if not possible, a salary range that is narrow enough to provide meaningful information to candidates (e.g., £30,000–£35,000).
Broad, vague ranges (e.g., £25,000–£50,000) are insufficient and undermine the purpose of transparency.
The Need for Transparency in a Cost-of-Living Crisis
With the country currently experiencing a cost-of-living crisis, where prices for everyday essentials are rising on a near-monthly basis, it has never been more important to have clear, upfront salary information.
Inflation and Rising Costs: As energy bills, food prices, and rent continue to increase, many workers are finding it harder to make ends meet.
Salary transparency would allow job seekers to quickly assess whether a role meets their financial needs before committing to time-consuming applications or interviews.
Financial Planning: Clear salary information gives workers the ability to plan their finances better, making it easier for them to navigate economic uncertainty.
Equity and Fairness: In these challenging times, it is crucial that everyone, regardless of gender, race, ability, or sexual orientation, has the opportunity to earn a fair and equitable wage.
Lack of transparency in salary only further perpetuates the struggles faced by many groups already disadvantaged in the workforce.
The Solution
Salary transparency in job adverts is a proven strategy to tackle these disparities.
By mandating that all employers disclose salary ranges or fixed salaries in job adverts, we can:
Ensure Accountability: Employers will need to justify pay decisions based on qualifications, not bias.
Empower Marginalised Groups: Workers from under-represented communities will have the confidence to demand fair pay.
Close Pay Gaps: Transparency forces organisations to address and rectify unjust disparities.
Countries like Canada and certain U.S. states have implemented similar policies with positive outcomes, showing that transparency is both achievable and beneficial.
