An Invitation To Transparency: Findings from GEiHP's Open Salary Spreadsheet

We are ever more aware now that organizational transparency is key to personal and professional advancement, and that data and data sharing can offer some leverage in helping to encourage shifts in organizational practice, as well as making individual strides toward more equitable salaries. At the same time, we note a discomfort with transparency across our Jewish communal ecosystem.

The Gender Equity in Hiring Project is regularly inundated with queries from individuals who have no other place to turn to benchmark salary data and comps and engage in real market research as they negotiate salaries and contracts, both for new positions and as they advance in their current roles. 

We recognize that spreadsheets full of data will never help to achieve the transparency we need to support effective benchmarking and healthy and respectful negotiation for mutual benefit, and that public data collections will never take the place of thoughtfully designed compensation philosophies, salary banding and other strategies on the journey toward greater organizational transparency around compensation. Public data collections should be an invitation to be in conversation, and a recognition that we as a field must make a change, toward greater transparency and flatter structures that hold both employers and employees accountable for understanding how compensation works.

Please join us for a discussion of some of the most salient findings from our research, and a chance to ask questions that we hope will inform change across our professional community, as well as change for professionals as benchmarking, market analysis and organizational transparency become the norm.