8Bit - Games Industry Recruitment’s Post

Love this ad! I've had several real-life experiences where salary transparency turned out to be the best way to instil confidence in our people that they are paid fairly for the work they do. A company that embraces pay transparency conveys so much more than just the salary itself. Today, it is the subtext of treating everyone like an adult and establishing a culture of honesty. It's like putting the price tag on the products in a store, saves everyone a lot of awkward moments at the checkout. 😄 #paytransparency #hiring #recruitment

At Other Box, we always talk about how transparency is key—especially when it comes to talking about money. It’s about more than just numbers, though. It’s empowering the Other Box community to make informed decisions about their careers. It’s why every job listed on Other Box Jobs includes salary transparency (and has done since we launched the jobs board in 2017). ⚠️ Read our post on more about salary transparency, how it's changing globally and why it’s important https://lnkd.in/eES2RX-3 #otherbox #salarytransparency #wagegap #payequity #joblistings #equalpay #otherboxjobs #jobs

Today, let's decode some buzzwords: pay equity and pay transparency. Spoiler alert - they're not the same thing! 💰 Pay Equity: Think of this as equal pay for equal work. It's about making sure everyone gets a fair slice of the pie, no matter who they are. No more guessing games on who gets what -- just fairness and equality across the board. 🔎 Pay Transparency: This is the peek behind the curtain. It is about shedding light on how salaries are determined and what you can expect to earn. Ever wondered how companies come up with that salary range they post on their ads or how they come up with what's on your offer letter? And here's a bonus vocab buzzword: opportunity transparency! 🌟 Opportunity Transparency: Have you ever felt like you missed the memo on an awesome promotion/training? Yeah, me too.. Fact is that opportunity is not equally distributed. Opportunity transparency ensures everyone knows about the available career advancements and growth paths. Let's level the playing field so no one's left in the dark. #PayEquity #PayTransparency #ShowMeTheMoney #FairPay #HR

It’s either an opportunity to make more in a year than many will see in a lifetime or, most likely, a typo of epic proportions. 😂 But joking aside, this highlights an ongoing issue I continue to see around pay transparency. So many companies still don't share anything other than "competitive salary" in their postings. If that salary is so competitive, why not share it? And when it is shared, a massive range with a 6-figure delta between the min and max doesn't help anyone. Share a realistic salary range and you're already building trust with candidates, showing respect for their time and effort, and setting clear expectations from the get-go. Wouldn’t it be amazing if we could all discuss compensation openly without any guesswork? #RecruitingLife #PayTransparency #Hiring

Sharing a meme, but it’s way too real. Ever felt like you’re living this conversation? In today’s job market, salary transparency is still a taboo topic. It leaves candidates unsure about their worth and often stuck in a cycle of underpayment. Here’s the thing Salary transparency isn’t just a buzzword. It’s a bridge to fairness and better decision-making, both for companies and candidates. The more open the conversation, the more we grow. When we talk openly about pay, we empower each other. The shame isn’t in knowing your worth—it’s in settling for less. What’s your take? Do you think salary transparency is the key to fairness, or does it bring more complications? Let’s talk!

Transparency builds trust: Concealing salary information erodes trust between managers and employees. Fairness suffers: When salary details are kept secret, perceptions of fairness diminish, leading to dissatisfaction among employees. Productivity declines: Uncertainty about compensation can distract employees from their work and reduce productivity. Morale takes a hit: Employees who feel undervalued due to secretive salary practices are less engaged and motivated. Retention becomes challenging: Withholding salary information may drive talented employees to seek opportunities elsewhere, impacting retention rates negatively. #employees #salary #developer #it #web #app #hiring #website #code #program #programming #jobs

Last night, while I was rewatching House MD, I came across an interesting quote by the character Lisa Cuddy on fairness in salary. To give some context, Foreman had just found out that the team of doctors he was supervising was earning much more than him. Feeling it was unfair for a supervisor to be paid less than the people he was managing, he went to the management, Lisa Cuddy. Her statement: “Salary isn’t about fairness. It’s about what you can leverage in a negotiation.” It’s true, right, salary is not about qualification, experience, or even equality. It’s about leverage and the strategic value you offer. So, before you engage in a debate with your management on why you deserve a higher pay package, make sure your argument is based on: 1) The value you bring, in terms of: a. An increase in work quality because of you. b. Tasks that only you can handle. c. The importance of your contribution to team building, etc. Or, 2) The leverage you have, like: a. A counteroffer from other companies. b. Clients trusting you more than the company itself. c. The team’s trust in you over the company, etc. Because if you don’t bring anything to the table, you can be sure there’s not much you’re going to take away from it. Even Ronda Rousey had something similar to say when it came to the question of pay equality in women’s sports. “I think how much you get paid should have something to do with how much money you bring in,” . . . . . . . . How would you bring up a salary negotiation?

The reason transparency in starting pay is important is not only to save the time of both applicants and hiring companies (although how annoying is it to go through sometimes multiple interviews only to find that you and the employer are basically incompatible. It’s like going on dates and you find out they only eat beets or something). Advertising starting pay ranges helps offset the impact on women (especially WOC) applicants who historically are started at lower salaries. There’s a myriad of reasons for this including biases and the socialization of women in the workplace not to negotiate salary. The cultural (and legal) shift to starting pay transparency is a step towards lifting the veil of mystery over a company’s pay practices and real market competition for talent.

Smart people advised me against internal salary transparency. We did it anyway! Since day 1, every person at Woven could see everyone's compensation and our full financials. Surprising benefits after 5 years: 1- We made a leadership mis-hire. Peers and direct reports gave me very direct feedback about that very early and specifically cited this person's compensation. Because they knew what we were paying, they had more conviction that it wasn't the right use of funds. And they were right. 2- It was easy. No need to make a redacted financial model or maintain complex permissions. The whole team could see what I saw. 3- Comp bands were self-adjusting. When we had compensation conversations, I could pull up the actual data. This made fighting rumors easy! And I still haven't seen a negative impact. Maybe this was because we started from day 1. Anyone else tried transparent compensation or financials? h/t to Luke Mercado and Chris Vannoy for the topic idea!

The Cost of a Title: When Promotions Come Without Pay Raises I've been thinking a lot lately about a trend that's becoming more common in the workplace: companies giving employees new titles without accompanying pay raises. On the surface, this seems like a win-win. Employees get recognition and a fancy new title to add to their resumes, while companies save on costs. But is it really a good practice? I have some strong opinions on this, and I'd love to hear your thoughts as well. From my perspective, this approach can be quite problematic. A new title often comes with additional responsibilities and higher expectations. If these aren't matched with a salary increase, it feels like the company is trying to get more work for less money. It undermines the principle of fair compensation and can lead to feelings of being undervalued and exploited. Think about it: you're given a new title, say, "Senior Manager," and with it comes more work, more stress, and more hours. But your paycheck remains the same. It's hard not to feel like your effort isn't being fully appreciated. Over time, this can erode your morale and engagement, making you question your commitment to the company. I've also seen how this practice can negatively impact employee retention. When people feel they're being shortchanged, they're more likely to look for opportunities elsewhere. And let's be honest, finding and training new employees can be costly and time-consuming for companies. Wouldn't it be more cost-effective to properly compensate current employees to keep them happy and motivated? On a deeper level, there's an ethical issue here. Fair compensation isn't just about money; it's about respect and value. When a company fails to match new titles with pay raises, it sends a message that they don't fully respect or value the employee's time and effort. This can create a culture of mistrust and dissatisfaction, which isn't good for anyone. I understand that not all companies can immediately afford to give pay raises with new titles. But I believe that transparency and communication are key. If a pay raise isn't possible right away, employers should clearly explain why and provide a timeline for when a salary review might be feasible. Other forms of recognition, like bonuses, additional vacation days, or professional development opportunities, can also help show employees that their hard work is valued. So, what do you think? Have you ever experienced this in your workplace? How did it make you feel, and what did you do about it? Do you think it's fair for companies to offer new titles without pay raises, or do you believe it's a practice that needs to change? Share your thoughts and experiences in the comments below. Let's have an open and honest discussion about this important issue. #EmployeeRights #FairCompensation #WorkplaceEthics #WorkplaceTrends #SalaryTransparency #CorporateCulture https://lnkd.in/gxaRsHMx