How do we show the salary? A Q&A with Karen Blackburn of Lush
As a Sector Champion for We Show the Salary , Lush UK&I shows salary info on every job ad, and is encouraging other employers to do the same. We spoke to Karen Blackburn, Head of Talent & Global Mobility, to find out more about why they’re committed to always showing the salary.
Why is being transparent about salaries on job ads important to Lush UK&I?
At Lush UK&I, showing salary information on job adverts aligns with our core values of "All Are Welcome, Always".
We are an accredited Living Wage employer in our retail business. We also pay the real living wage across our support teams and to all permanent staff in our manufacturing business, and firmly believe that "a fair day's work deserves a fair day's pay."
Expecting candidates to take time to apply for a role with a company and not knowing if the salary can even meet their personal financial expectations is hugely unfair.
Pay transparency on job adverts builds immediate trust with potential candidates and shows that Lush values honesty from the very first interaction.
Expecting candidates to take time to apply for a role with a company and not knowing if the salary can even meet their personal financial expectations is hugely unfair. Why do we expect candidates to invest time into our business when we can't even meet the basics of advertising a salary?
What approach do you take to showing salary info, and why does this approach work well for you?
For our retail positions, we advertise the exact hourly rate, either at or above the Real Living Wage, with no exception on age. For our head office roles, we advertise a realistic and industry informed banding.
Salaries are advertised alongside our benefits package so we can give a fuller picture before making an application.
By doing so, we can ensure candidates are applying for a role that aligns with their expectations and candidates that enter the recruitment process are genuinely interested in the company and want to work for Lush.
How does including salary information on job ads help advance diversity, equity and
inclusion across the sectors Lush UK&U operates in?
Advertising salaries is one of the most effective ways to advance equity across retail,
manufacturing and head office roles.
We know that without pay transparency, pay secrecy disproportionately impacts historically underrepresented groups who face systemic wage gaps.
Because our employees can clearly see what a role is worth, it helps them understand their own career progression more clearly and identify the steps needed to take that next move.
Has showing salaries on job ads had an impact on the organisational culture at Lush
UK&I?
As often as possible, we try to recruit internally, with around 60–70% of our roles filled by current employees. Because our employees can clearly see what a role is worth, it helps them understand their own career progression more clearly and identify the steps needed to take that next move. It has opened up pay conversations in a really positive way.
Salary shouldn't be an awkward subject that we're not prepared to talk about!
And how about the recruitment process – what impact does it have on your recruitment team and on people who apply for a role at Lush UK&I?
It’s had a very positive impact. There are no surprises, as salary expectations are clearly
discussed in the initial interview, making the final offer call a genuinely lovely moment.
We never ask candidates for their current salary, as doing so can compound historical pay gaps and lead to continued unequal pay for equal work. Overall, it creates a transparent, positive candidate experience, whether they get the job or not.
We never ask candidates for their current salary, as doing so can compound historical pay gaps and lead to continued unequal pay for equal work.
For the Lush Talent Team, it means we’re not wasting time interviewing candidates whose salary expectations don't align, which significantly reduces late stage dropouts.
Instead, the candidates we meet are well informed, aligned on salary, and genuinely excited about the opportunity to work for Lush.
What advice would you give to employers who aren’t yet showing salary info on their job ads?
It’s the right thing to do, so just do it! You’ll need to do a bit of work first by reviewing internal pay equity so you can advertise ranges without creating internal issues. If you're still asking candidates for their salary history, stop!
Also, I’d suggest also to stop using vague phrases like 'competitive salary' or 'DOE' (depending on experience). How do you know it’s competitive to a candidate? And how is a candidate supposed to know what experience you're actually measuring them against?
You can read more about Lush’s approach to gender equity in Cosmetics Business’s coverage of the 2026 Women in Work trailblazers.