A new survey conducted on behalf of Self Financial has shed light on the growing impact of salary transparency—or the lack thereof—in American workplaces.
Despite a national push for pay equity and increasing discussions around salary transparency, a significant portion of U.S. workers admit to not being entirely honest about their earnings with their colleagues.
The survey, which polled 1,181 U.S. adults, revealed that 61 percent of Americans have lied to their coworkers about their salary. The tendency to conceal or misrepresent earnings is most pronounced among younger workers, with 67.35 percent of those aged 18-26 admitting to having lied about their salary. This behaviour seems to correlate with feelings of being underpaid; nearly two-thirds (65.5%) of respondents feel they earn less than their colleagues in similar roles.
Interestingly, the propensity to lie about income increases with higher salaries. Among those earning $150,000 or more, 77.78 percent admitted to lying about their salary, while the figure was 63.36 percent for those earning between $25,000 and $49,000.
Despite this, a majority of respondents (76.8%) expressed comfort with the idea of their colleagues knowing their actual salary, suggesting a complex relationship between personal transparency and the desire for workplace equity.
A National Push for Transparency
The survey’s findings come at a time when salary transparency is gaining momentum in the U.S., driven by legislation and social media campaigns like the viral “Salary Transparent Street” series. In 2023, Congress introduced national legislation aimed at combating pay disparities, and online platforms have sparked a broader conversation about fair compensation.
However, only 48.2 percent of survey respondents believe their workplace has fully transparent salary policies, with another 38.8 percent indicating partial transparency. Alarmingly, 13 percent reported no salary transparency at all in their workplaces. This lack of openness may be contributing to dissatisfaction and job turnover; 62.7 percent of respondents said they had either resigned or considered quitting after discovering they were underpaid compared to their colleagues.
Generational and Income Disparities in Support for Transparency
Support for salary transparency appears to vary by both age and income. While younger workers, particularly those in Generation Z, are overwhelmingly in favour of transparent pay practices—85.7 percent support it—this support diminishes with age. Among baby boomers, only 71.1 percent are in favour of open salary policies.
Conversely, support for transparency is higher among those with higher incomes. Those earning more than $100,000 were among the most supportive of salary transparency, alongside individuals earning between $25,000 and $49,000.
The Role of Social Media and Recruitment Practices
The survey also highlights the role of social media and modern technology in shaping perceptions of pay. Half of the respondents reported using platforms like Instagram and TikTok to research salaries for similar roles. Social media influencers, such as Hannah Williams of “Salary Transparent Street,” have played a significant role in popularising the discussion around earnings, with 71.5 percent of respondents recognising such content.
Moreover, job candidates are increasingly informed before they even enter the workplace. A striking 85.4 percent of respondents said they researched average salaries for positions they were applying for, and 80.9 percent reported that recruiters regularly disclosed salary information during the hiring process.
A Slow Shift Toward Transparency
Despite the growing conversation around salary transparency, the survey suggests that much work remains to be done to achieve widespread openness in the workplace. While some employees are pushing for change, many still feel compelled to hide their true earnings, reflecting a broader hesitation within American corporate culture to fully embrace salary transparency.
As companies continue to grapple with the implications of transparency, it remains to be seen whether these efforts will lead to a more equitable and honest work environment, or if the practice of hiding salaries will persist in the face of these challenges.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
