Big Media Finds out that Salary Secrecy is Dead. Spreadsheets Share Everything

There is, theoretically, a senior editor at The New York Times who earns $195,000 a year plus a $40,000 bonus and another senior editor who earns $128,000 with a $10,000 bonus. I can’t verify this (“Hi, New York Times, could you give me a list of salaries, or perhaps connect me with the editor who ears $195K?”), but it doesn’t matter–it’s what someone is reporting, and perception becomes a reality.

A group of media people started a spreadsheet where people could anonymously enter their salaries where you can send your time scrolling through and wondering if you should change your career. Ad agencies followed suit. And, as Google found out years ago, salaries are only confidential because of social norms. Once you break those norms, everyone can share.

Early this year, my Inc. Colleague, Alison Green, asked her readers to share their salaries and share they did. With over 30,000 responses, she created one of the most valuable salary negotiating tools out there.

To keep reading, click here: Big Media Finds out that Salary Secrecy is Dead. Spreadsheets Share Everything

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2 thoughts on “Big Media Finds out that Salary Secrecy is Dead. Spreadsheets Share Everything

  1. I never understood why there was such big secrecy about salary pay in the workplace if people are doing the same job until I viewed it after being rejected for a salary by the statement that women don’t need the higher salary since “someone else” is providing the main income to the household, which was clearly a biased remark by that interviewer. One of the positive things, I got from working at a union job, was the posted salary levels one gets to start the job and how the salary increases occur over the years with the company, provided one did not have job-performance issues. Even union jobs (unlike government jobs) don’t guarantee a position, but enough on that, as the point I am trying to make is the salary amount is known to all and bias perception has nothing to do with what salary one gets when hired and job performance at the skill required is necessary to continue working and to receive annual increases. This site has already discussed knowing the salary ranges of jobs (non-union) when negotiating a starting salary which should be either posted in the job posting or on the company’s site. Don’t let an interviewer’s bias stand in your way of getting the salary you need.

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