MOST ADVERTISING AND MARKETING MANAGERS ARE ON BOARD WITH SHARING COMPENSATION INFORMATION
Creative companies’ approach to open salary policies
| Full transparency |
| Salaries for every employee are available to people within and outside the organization. |
| What organizations offer: 34% |
| What managers want: 37% |
| Near full transparency |
| Salaries for every employee are available only to people within the organization. |
| What organizations offer: 23% |
| What managers want: 29% |
| Partial transparency |
| Salaries for select positions are available to people within and outside the organization but are not associated with specific employees. |
| What organizations offer: 20% |
| What managers want: 23% |
| No transparency |
| What organizations offer: 23% |
| What managers want: 11% |
What’s the greatest benefit of instituting an open salary policy?
| 23% Helps close the wage gap |
| 21% Creates an atmosphere of trust and collaboration |
| 20% Boosts recruitment and retention |
| 19% Increases productivity |
| 16% None (potential consequences outweigh any benefits) |
| 1% Other |
How comfortable would you feel about disclosing your salary to the following individuals if asked?
Peer coworkers
| Very comfortable: 38% |
| Somewhat comfortable: 32% |
| Not very comfortable: 16% |
| Not comfortable at all: 14% |
People you manage
| Very comfortable: 34% |
| Somewhat comfortable: 25% |
| Not very comfortable: 21% |
| Not comfortable at all: 20% |
Professional contacts outside your organization
| Very comfortable: 32% |
| Somewhat comfortable: 36% |
| Not very comfortable: 19% |
| Not comfortable at all: 13% |
Personal contacts outside your organization
| Very comfortable: 37% |
| Somewhat comfortable: 32% |
| Not very comfortable: 20% |
| Not comfortable at all: 11% |
Source: The Creative Group survey of more than 400 advertising and marketing hiring decision makers in the United States
© 2019 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.
