Giving A Boost To #ShowTheSalary

During my July break, an engaging discussion took place at my LinkedIn wall about Arts Admin Jobs and whether or not it would require employers to include salary or hourly rate figures.

Regular readers already know that I’m a large proponent of salary transparency and including compensation figures in job listings. But some voices advocated requiring employers to provide salary information and I agree with every one of the reasons listed for why it’s important.

At the same time, I also know that the only reason some groups don’t include salary information is the result of a decision by one individual. The rest of the internal culture at that organization may support salary transparency but so long as an executive decider doesn’t, it won’t happen.

So, the decision becomes straightforward: incentivize or penalize to change behavior. On this issue, I lean toward the left and believe incentives produce the best method for increasing compliance.

But how do you incentivize a platform that already offers free job listings?

That’s been nagging at me for a few weeks, but I came up with the idea of rewarding those that post salary information by making it available at every point of contact. Previously, that information was only available on the single job listing page, but job seekers can now find it right on the homepage:

This should go a long way toward letting job seekers favor employers that include salary information and I’m tracking metrics to confirm if that hypothesis delivers predicted results.

In the meantime, it is fascinating to see which groups embrace salary transparency and those that don’t. See for yourself at Arts Admin Jobs.

About Drew McManus

"I hear that every time you show up to work with an orchestra, people get fired." Those were the first words out of an executive's mouth after her board chair introduced us. That executive is now a dear colleague and friend but the day that consulting contract began with her orchestra, she was convinced I was a hatchet-man brought in by the board to clean house.

I understand where the trepidation comes from as a great deal of my consulting and technology provider work for arts organizations involves due diligence, separating fact from fiction, interpreting spin, as well as performance review and oversight. So yes, sometimes that work results in one or two individuals "aggressively embracing career change" but far more often than not, it reinforces and clarifies exactly what works and why.

In short, it doesn't matter if you know where all the bodies are buried if you can't keep your own clients out of the ground, and I'm fortunate enough to say that for more than 15 years, I've done exactly that for groups of all budget size from Qatar to Kathmandu.

For fun, I write a daily blog about the orchestra business, provide a platform for arts insiders to speak their mind, keep track of what people in this business get paid, help write a satirical cartoon about orchestra life, hack the arts, and love a good coffee drink.

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