In a clear signal that a previously taboo topic is gaining social acceptance, more than 60 percent of Poles are ready to reveal their income. However, companies are still reluctant.
According to the latest “Polish Labor Market Barometer” Personnel Service, reported on by Salon24, 61 percent of employees in Poland say they are ready to disclose their salary as part of the internal policy of pay transparency.
Full support for the disclosure of earnings is declared by 42 percent of respondents, and another 28 percent support the publication of salary forks for individual positions. At the same time, 21 percent of employees believe that the salary is a private matter and should not be the subject of open conversations in the workplace.
Advocates of pay transparency see concrete benefits in it. For 37 percent of employees, transparency would mean more trust and clarity of the company’s rules. Some 45 percent believe it would also help reduce the pay gap between women and men, a view more shared by women (52 percent) than men (38 percent).
However, as many as 41 percent of respondents believe that pay transparency can lead to conflicts, especially when there is a sense of injustice associated with wage differences.
Meanwhile, many companies still fear potentially losing control over payroll policy.
The data shows that 43 percent of employers use official salary ranges, and the same number declare general support for the transparency of wages, although often with the proviso that that this data is not provided in full. Every fifth company (21 percent) supports only the publication of forks, while 24 percent is against any form of salary disclosure. As many as 23 percent have not yet formed an opinion on this issue.
Employers are somewhat divided, with 44 percent believing that transparency can improve the climate and level of trust in the organization. On the other hand, 33 percent are afraid of tensions and conflicts in teams.
With the EU Directive on pay transparency, payroll openness is no longer an internal decision but a legal obligation. It introduces new requirements, such as the mandatory publication of forks already in recruitment advertisements and the reporting of gender pay differences.
“The topic of pay transparency is not only an expression of employee expectations and the need for transparency, but also the effect of the upcoming legislative changes,” says Krzysztof Inglot, labor market expert and founder of Personnel Service. He says companies must prepare to improve trust and communication.
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