Just finish reading this weekend the First Round Review article featuring bethanye McKinney Blount’s work:
As its title suggests, is an extensive “how to” guide on how companies can start taking steps towards making compensation more transparent. A loaded topic that I’ll probably come back to and analyze in more detail in the future.
It covers the whole gamut from the initial motivation that push companies to be more transparent about their comp, through the critical milestones, all the way to the important minutiae of delivering the right messages by managers and the key points in the company all hands.
The most useful thing that I took away from the article is the “comp transparency spectrum” featured above. It presents pay transparency more as a polarity than a dichotomous either/or problem, and offers multiple notches in between the poles. Comp transparency is not simply going, step-by-step from the far left side of the spectrum to the far right side of the spectrum. It’s choosing where you should be on that spectrum (according to the kind of culture you want to create), identifying where you are now, and then taking the gradual steps to go from point A to point B.