When You Don’t Disclose Salary Range, a Unicorn Loses its Wings

When You Don’t Disclose Salary Range, a Unicorn Loses Its Wings (downloadable pdf) by Vu Le: A blog post discussing the implications of “DOQ” or “BOE” postings and barriers they pose to applicants. From Nonprofit With Balls (external link).


It perpetuates the gender wage gap. We all know on average women make only 78 cents for every dollar the dudes make. There are various reasons for this, but one of the reasons is that society rewards men for being aggressive negotiators while punishing women for the same thing. Having a clear range cuts down on the need to haggle, which increases gender pay parity.

It discriminates against people of color: Studies show that similar to women, people of color are also screwed over in the salary negotiation arena. Many people come from cultures where aggressive negotiation is not a norm. (Except maybe at the markets, involving my aunts and some fish). I’ve seen way too many colleagues of color take offers significantly beneath what they should be making. Transparency at the onset will cut down on this.

It drives away potential good candidates: Several of my peers in the field state outright that they will not apply for positions that do not list a salary range. If you aren’t organized enough to figure out your budget in creating a position, and transparent about it, many qualified people won’t want to work for you. And some of us are awesome unicorns who also make delicious naturally-fermented pickles to share with coworkers, so your organization is missing out on yummy probiotics.


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