How do we show the salary? A Q&A with Lucie Waldron of Tyler Grange
Lucie Waldron is People & Culture Lead at environmental planning consultancy Tyler Grange – a B Corp and We Show the Salary sector champion. We asked Lucie to tell us more about why salary transparency is important to them.
Why is being transparent about salaries on job ads important to Tyler Grange?
For us, it just comes down to fairness and transparency. We're a B Corp, so being open and doing right by people isn't just a nice-to-have, it’s how we operate. Not showing salaries feels like a barrier at the very start of the application process, so making it visible from the beginning felt like the obvious, honest thing to do.
What approach do you take to showing salary info, and why does this approach work well for you?
We publish clear pay points on every job ad, tied to the level of the role. It works well because there's no mystery to it. Candidates know exactly what they're walking into, and it saves everyone from that slightly awkward, "So, what are you expecting?" conversation at the interview.
Not showing salaries feels like a barrier at the very start of the application process, so making it visible from the beginning felt like the obvious, honest thing to do.
How does including salary information on job ads help advance diversity, equity and inclusion across your business?
It levels the playing field. Not everyone feels comfortable negotiating or knows what they 'should' be asking for, and that tends to affect certain groups more than others, people from ethnic minority backgrounds, women, and people earlier in their careers. Putting the number out there from the start means nobody's disadvantaged just for not asking. We've found it's a quick, easy step that makes our job ads much easier to understand for all applicants.
Has showing salaries on job ads had an impact on the organisational culture at Tyler Grange?
I think it has, yes. It sets a tone. If we're happy to be open about pay externally, it makes it a lot easier to have honest, straightforward conversations about pay internally too. As well as publishing salaries externally, we also publish them internally. We want to create an open environment where talking about salaries is no longer taboo. It's one less thing that feels hidden, we are open here at Tyler Grange, so why not be open about salaries too.
We want to create an open environment where talking about salaries is no longer taboo. It's one less thing that feels hidden, we are open here at Tyler Grange, so why not be open about salaries too.
And how about the recruitment process – what impact does it have on your recruitment team and on people who apply for a role at Tyler Grange?
It cuts out a lot of wasted time; we're not getting halfway through a process only to find out the salary doesn't work for someone. And for candidates, I think it just makes applying feel less nerve-wracking. They can decide upfront if it's right for them, rather than having to pluck up the courage to ask in the interview, this can be scary for many applicants and can cause unnecessary stress.
What advice would you give to employers who aren't yet showing salary info on their job ads?
Just try it. It might feel uncomfortable at first, especially if it's not something you've done before, but people notice and appreciate it, and we’ve found it helps attract candidates who really are a good fit.