On average, 50% of workers are willing to share their salaries at work.
Salary sharing is most popular in Iowa, where 84.6% of workers share their salaries.
No workers are sharing their salaries in these 2 states: Idaho, and Rhode Island.
On average, 30% of workers aren’t comfortable sharing their salaries at all.
How much do you make?
If you’re like most American workers, that question makes you feel pretty uncomfortable. It can be the social equivalent of asking someone how much they weigh- a deeply personal and sensitive question you might not want to answer.
To better understand the impact of salary transparency in the workplace, we surveyed just under 1,500 American workers. The result? Tight lips equal light bank accounts.
Key Findings
Other Interesting Findings
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20% of workers are uncertain about whether or not they’d share how much they make.
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Only 45% of workers feel they are adequately paid; Another 25% say they are “somewhat” fairly paid.
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Those between 25-34 are most comfortable sharing salary information- a whopping 58% are willing to discuss salary.
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Those over 45 are least willing to share their salary at work.
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Half of all workers would ask for more money if they knew coworkers made more than them.
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It pays to make friends: 29% of workers report they would only feel comfortable discussing salary at work with close, friendly coworkers.
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Good luck finding out your boss’ salary: Only 6% would feel comfortable telling someone who directly reports to them how much they make.
What age group is most transparent about pay?
Workers 25-34 years old are most comfortable sharing salary information- a whopping 58% are willing to discuss salary. Who is less eager to share? Older workers. In particular, those over 45.
As this age group ages and advances in their careers, this open attitude could increase salary transparency. However, it is possible younger workers will shed their desire to freely share salary information as they are promoted.
Does Salary Transparency Lead To Higher Pay?
Workers expecting a large raise were most likely to say, without reservations, they would would share their salary.
Knowledge is power. In particular, when it comes to salary negotiations. Combined with 50% of our respondents reporting they would ask for money if they knew colleagues made more, it presents a compelling narrative.
Workers are more likely to ask for money when they have insider information and are aware of company payrolls. Similarly, employers are less likely to reward generous raises or salaries when not asked.
Methodology
Zippia.com, a career resource website, conducted a study of 1,438 American workers to better understand salary transparency in the American workplace. All workers were recruited through Amazon’s M. Turk. Each worker was asked, in addition to demographic questions, the same 7 simple questions on their thoughts involving sharing salary in the workplace.
Vermont and South Dakota were excluded due to sample size.
Keeping Quiet Can Cost You
Discussing salary can be uncomfortable.
Finding out you make more (or less) than a coworker can be socially unpleasant and might even hurt some feelings. However, it also might help you negotiate a higher wage and know if you are being grossly underpaid.
Hidden salaries only benefit employers. Even if you are personally fairly compensated, your coworkers might not be as lucky. Lack of salary transparency can heighten gender and racial salary inequities.
So next a coworker asks how much you make, you should consider telling them. It might just make you all a bit better off.
Percent Of Workers Who Discuss Salary At Work
| State | Percent |
|---|---|
| Alabama | 48.8% |
| Alaska | 59.1% |
| Arizona | 63.6% |
| Arkansas | 80.0% |
| California | 56.1% |
| Colorado | 54.8% |
| Connecticut | 22.2% |
| Delaware | 57.1% |
| Florida | 49.1% |
| Georgia | 50.0% |
| Hawaii | 50.0% |
| Idaho | 0.0% |
| Illinois | 30.0% |
| Indiana | 66.7% |
| Iowa | 84.6% |
| Kansas | 53.8% |
| Kentucky | 73.3% |
| Louisiana | 50.0% |
| Maine | 50.0% |
| Maryland | 62.5% |
| Massachusetts | 40.9% |
| Michigan | 45.5% |
| Minnesota | 52.4% |
| Mississippi | 22.2% |
| Missouri | 58.8% |
| Montana | 50.0% |
| Nebraska | 50.0% |
| Nevada | 28.6% |
| New Hampshire | 33.3% |
| New Jersey | 34.5% |
| New Mexico | 16.7% |
| New York | 51.3% |
| North Carolina | 41.9% |
| Ohio | 48.4% |
| Oklahoma | 35.3% |
| Oregon | 28.6% |
| Pennsylvania | 47.4% |
| Rhode Island | 0.0% |
| South Carolina | 46.9% |
| South Dakota | 0.0% |
| Tennessee | 56.0% |
| Texas | 50.0% |
| Utah | 57.1% |
| Virginia | 52.5% |
| Washington | 45.8% |
| West Virginia | 53.8% |
| Wisconsin | 66.7% |
| Wyoming | 50.0% |
Author
Kathy is the head of content at Zippia with a knack for engaging audiences. Prior to joining Zippia, Kathy worked at Gateway Blend growing audiences across diverse brands. She graduated from Troy University with a degree in Social Science Education.
