Wage Transparency evaluates how a company discloses and communicates information about employee compensation so that workers, candidates and external stakeholders can understand, compare and contest pay levels and pay‐setting processes. It covers:

• pay-range disclosure – publication of salary bands or hourly-wage ranges in job adverts, internal postings and compensation policies;
• methodology transparency – clear explanation of how base pay, bonuses and raises are determined (market data, performance criteria, geographic differentials), including any formulas or weighting;
• comparability & equity metrics – reporting of gender, race/ethnicity and other pay-gap statistics (mean, median, adjusted), along with ratios such as CEO-to-median-employee pay;
• employee access & dialogue – rights for workers to request personal pay data, understand peer-group ranges, and engage in discussions without retaliation (in line with pay-secrecy-ban laws);
• supply-chain expectations – contractual clauses and audits encouraging suppliers to provide transparent and equitable wage information;
• alignment with frameworks and regulations such as the EU Pay Transparency Directive, U.S. state pay-range laws, GRI 405-2 and forthcoming EU ESRS S1.