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Put salary bands on your job adverts

Diversity and bias are key issues in recruiting. But when you don't say what you are willing to pay in a job advert, you are being exclusive and continuing to perpetuate and widen the gender, ethnicity and ability pay gaps.

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Lack of transparency hurts those that are less likely to negotiate

Bringing up the topic of salary in interviews is much like playing a game of poker. No one wants to give away their cards. Candidates know that bringing up the topic of salary too soon could make themselves look too money-driven. This leaves candidates in a very vulnerable position in that they truly don’t know whether or not they can even afford to accept the job that’s on offer until the final stages of the process.

Source: 10 Reasons Why You Should Include Salary Ranges in Your Job Ads

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'DOE' does not mean what you think it means

When job hunters see ‘depending on experience’ in a job advert, they’ll likely shudder and run a mile. To them, ‘DOE’ alone suggests that they won’t be able to negotiate their salary. They’ll assume that you’re going to pay them whatever their previous salary was, or whatever you can get away with.

Instead of putting ‘DOE’ in the salary section, ensure that you include a pay scale. That way, the candidate won’t feel like you’re taking liberties. It also shows that you have a set budget, which you can stretch depending on what they can bring to the table. Plus, there’ll be no nasty surprises, as they knows the best and worst-case situations.

Source: Why you should always be upfront about salaries in your job adverts

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What candidates say...

“They know what they’re willing to pay. If we both share then we won’t waste each other’s time.” — Nick

“I won't apply for jobs where they don't publish a salary range.” — Zara

“If you can't provide a salary banding, don't waste my time!” — Chris

“it screams “we’ll attempt to underpay you” and a lack of transparency on pay in general.” — Sharon

“(If I don't see the salary range in a job offer...) I instantly move on. Can't tell if it's worth the time and effort to apply.” — James

“It makes me think that they will try and pay the women applicants less than the men” — Kate

“It means they are embarrassed to say how much they are paying, or have to idea what a competitive salary would be” — Svitlana

“...it’s a red flag and waste of time. If they can’t discuss salary in an ad, are they going to discuss it in a performance review once you’ve met all the requirements they actually bothered to list!” — Sally

“I never apply for jobs which don’t provide numerical indication of salary and I never approve ads when I’m recruiting if they don’t do the same. It’s just lame fishing if you don’t set out the pay.” — Jason

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What you can do

For candidates

  • If you see a job ad with no pay band send them this website

  • If your employer sends job ads with no pay band send them this website

  • Do not apply for jobs that don’t have a band on it (and tell them why you aren’t applying)

  • Don’t share jobs that don’t have bands on them

  • Sign this petition to introduce mandatory ethnicity pay gap reporting in the UK

For businesses and hiring managers

  • Be upfront and transparent about how much you are willing to pay

  • Make sure that the salary band appears clearly in your job advert

  • Do your research on what is fair and competitive for each role. More and more sites are publishing this information anyway (Glassdoor, PayScale, even LinkedIn...)

  • Be aware that while some perks are nice to have, they are no substitute for pay (e.g., fruit in the office, access to the gym, yoga classes, flexible schedules, ping pong tables...)

The aim of this site is to encourage transparency in the hiring process and equal access to opportunities.

This site was created by Mar Murube, following tweets and conversations with Lauren Currie, Audree Fletcher, Sarah Carter, Katy Beale and Emily Bazalgette and other inspiring and wonderful people. 💜

Illustrations by Black Illustrations

If you have any feedback or would like to contribute get in touch.

Want to do more? Consider donating to a cause that fights for equal access to opportunities, inclusivity and diversity at work. We suggest the Stephen Lawrence Charitable Trust