A disclosed salary also helps bring awareness to bias and pay inequality within organisations. When salary is no longer a secret, staff can talk about their pay without it feeling like a taboo conversation. Women earn just over 15% less<\/a> than their male counterparts in the UK, and the mean pay gap for BAME workers is 26.4%<\/a>. Transparency can begin to create equal expectations, so we can start to achieve pay parity.<\/p>\n Women are less likely than men to apply for a job that they aren\u2019t qualified for and less likely to negotiate pay. So if a salary isn\u2019t advertised, they could be asking for well below what an employer is happy to pay. If employers want to encourage more equity, they must share salaries.<\/p>\n Make sure you do your research before you even apply for the job. Thinking about salary should start at the beginning of the job application process, and not during the interview stage when you\u2019ve already put in a lot of time.<\/p>\n Using the ValueMyCV tool<\/a> is a great first step to figuring out what the value of your CV is, so you can start to benchmark against job vacancies. If the calculator is below your expectations, think about how you can change the wording of your CV to showcase your skills and experience. Then put it through again.<\/p>\n Similarly, when using Adzuna to search for a role, always look on the left-hand side for the average salary. This allows you to see what wage you should be expecting based on geography, as well as other statistics such as how much salaries have gone up year on year, the top companies hiring in the area and what industries currently have the most live job ads.<\/p>\n Doing this research means you\u2019ll get a benchmark range to start the discussion from when they do come up – and it\u2019s important that it is a range. Never put a specific number down first. The first conversation about salary is just that – a discussion, and not a negotiation. Negotiations will come further down the line when they are seriously considering offering you the job.<\/p>\n Before applying to a role that has not disclosed a salary range, ask the employer where they are at. You could open this with a question such as \u201cI am currently looking for a role in the salary bracket of X to Y, is there scope for this role to fall within this bracket?\u201d Rather than spend time on applications, tailoring your CV, and potentially interviewing for a role, do what you can to find out the salary range.<\/p>\n If the salary offer is lower than you were expecting and what you\u2019re worth, be honest! It\u2019s up to you whether you continue. Perhaps it\u2019s a really great role in an industry you\u2019d like to transition into. In this case, ask questions about bonuses, salary reviews, and promotion potential. You can also suggest that you would be open to an alternative benefits package such as entering a company\u2019s share scheme – remember that salary isn\u2019t the only form of compensation for a role!<\/p>\n There is currently no law in the UK that requires organisations to disclose the salary of jobs<\/p>\n There have been some efforts to encourage organisations to be transparent about how much they pay their employees. On International Women\u2019s Day 2022, the government launched a pilot scheme<\/a> on pay transparency to help close the gender pay gap. As well as reporting on the current salary of employees, the pilot scheme asks qualifying companies to list salary details in their job ads and to stop asking about salary history during the recruitment stage.<\/p>\n However, the scheme is voluntary, so not targeting the organisations avoiding this conversation and that are lacking transparency the most.<\/p>\n Under the Equality Act 2010, pay secrecy (prohibiting employees from discussing their pay with others, even with a signed employment contract) cannot be legally enforced<\/a> as long as the employee was discussing their pay to find out whether they were being paid differently to a colleague, on the grounds of discrimination.<\/p>\n 50% of UK Employers do not advertise salary in job ads<\/a>, so it can be hard to figure out which companies are going to have your back when it comes to salary transparency.<\/p>\n Wholefoods, an upscale food shop with headquarters in the US, has been publicly declaring the salaries of all its employees since the 1980s. With a more recent move from Buffer, the tech start-up with employees around the world, including the UK, publishing all their employee\u2019s salaries<\/a> as a move to be more transparent about their work culture.<\/p>\n Asking about salary before you start the interview process may feel daunting, and you may get some negative responses – but if you do, then that probably wouldn\u2019t have been a supportive organisation to work for. By asking the question, you\u2019re showing that you know and understand your worth and that you also don\u2019t want to waste anyone\u2019s time.<\/p>\n Your CV and cover letter are the places for you to show your passion for the role you\u2019re applying for, going into detail about why you love the industry, the role and what you see for yourself in the future if you were able to stay and develop with them. Showing a company that you\u2019re keen to learn but also share your passion and expertise with them is what they\u2019re looking for and if you make it to the interview stage then this is where you can prove it.<\/p>\n You now have the tools to understand your first steps when it comes to valuing your CV and understanding how to work out what salary you should be aiming for. If you\u2019re ready for a new job, or you\u2019re interested to see if you\u2019re currently being paid fairly, you can use our ValueMyCV tool<\/a> here.<\/p>\n Ready to kick off your job hunt? We\u2019ve got millions of live jobs on our site<\/a>.<\/strong><\/p>\n Salary transparency is important for creating a healthier work culture, as employees know what salary is on offer and how it benchmarks against their colleagues. Without salary disclosure, it makes applying for and accepting jobs so much harder – how do you know if it\u2019s going to be enough to live on? How do you Continued \u00bb<\/a><\/p>\n","protected":false},"author":51,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1165],"tags":[],"class_list":["post-17428","post","type-post","status-publish","format-standard","hentry","category-pay-benefits"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/posts\/17428","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/users\/51"}],"replies":[{"embeddable":true,"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/comments?post=17428"}],"version-history":[{"count":0,"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/posts\/17428\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/media?parent=17428"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/categories?post=17428"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.adzuna.co.uk\/blog\/wp-json\/wp\/v2\/tags?post=17428"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}What should you do if you don\u2019t know how much you should be earning?<\/h2>\n
Are companies legally required to disclose salaries?<\/h2>\n
Which companies show salaries in job postings?<\/h2>\n
How to show you care about the role and not only the money<\/h2>\n
![\"\"](\"https:\/\/s.w.org\/images\/core\/emoji\/11\/svg\/1f4a1.svg\")
\u00a0Read more: <\/strong>How to ask for a pay rise<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"