Pay transparency empowers job seekers, helps move the needle on pay equity and shows employees how they can thrive within an organization.

It’s also a win for employers.

According to an Indeed survey, 92.5% of HR leaders said enacting pay transparency was “definitely” or “mostly” worthwhile, and job listings with pay information on Indeed receive about 30% more applications per click. When Indeed began including pay information in our own job postings in 2019, we saw significant benefits in attracting — and retaining — high-quality talent.

Even for companies that don’t feel ready to make the move, regulations may force them to act. In 2021, Colorado became the first state to establish a law requiring pay transparency in job postings, and as of mid-2023, seven other states have followed. Similar laws around pay transparency and equality have also emerged in the European Union.

Still, many HR and TA professionals remain unsure of the best approach to pay transparency or what such policies look like in action. That’s why we created “Pay Transparency: The 2023 Indeed Discussion Guide.” From how to start the conversations with the C-suite to how to follow pay transparency requirements and stay competitive in the market, Indeed is here as your partner in progress.

This comprehensive guide to pay transparency includes enlightening — and often surprising — statistics from new research, case studies and even sample pay transparency structures to help shape the discussion and win over decision makers in your organization. And because we stand by our own transparency efforts at Indeed, we’ve included data and strategies from our pay transparency journey as well as insights and strategies from companies such as Glassdoor and DISH Network.

Download our guide to learn more about what pay transparency looks like in action.