By KELLY LEE TATONE
The University of Pittsburgh is a place of excellence where ideas flourish, and strong connections are made. As members of the Staff Council, we are committed to upholding this standard and recognize the need for ongoing improvement to ensure our institution exceeds expectations and remains a leader in the evolving landscape of higher education employment. By candidly addressing these gaps, we can ensure that our cherished institution not only meets but exceeds expectations — and serves as a leader in an evolving higher education employment landscape.
We believe in and support the Plan for Pitt 2028 (chancellor.pitt.edu/plan-pitt), specifically the values and pillars declaring “We will be welcoming and engaged,” and “We will promote accountability and trust.”
Updating access to salary ranges during the hiring process, as well as removing the requirement for candidates to select a desired salary range in their application profile, would be in keeping with University intentions and standards. Salary transparency not only affects candidates but also impacts the overall fairness and effectiveness of hiring decisions within organizations.
Accessibility issues for internal and external candidates
Internal candidates face challenges when trying to access salary ranges. The recent compensation modernization has obscured this information within internal systems, making the information much less available than before. This lack of transparency can hinder internal mobility and discourage talented individuals from pursuing growth opportunities within the organization.
Candidates must reference two different sources — one for pay grade, and one for range — to determine the salary for a position. Finding the two sources is not intuitive or easily searchable in the Pitt online structure. We regularly direct staff (and faculty) to a 2023 University Times article when asked where pay range information can be found. It is even pointed out in this article that, “employees need to jump through a few hoops to find their positions in the job catalog and then find the corresponding pay range. (All of these steps require a Pitt Passport sign-on.)” And that hasn’t changed.
External candidates encounter more challenges. Many job postings omit crucial details about pay grades or fail to provide any information at all. External candidates, unlike their internal counterparts, have no access to pay grade information. This opacity leaves candidates uncertain about what compensation to expect or list as desired, complicating the application process.
Additionally, the lack of transparency and navigability for institutional information does not create a favorable first impression for potential employees. Staff members have shared stories of time wasted on screening and rounds of interviews only to offer a candidate a position, begin the salary discussion and have the selected candidate decline the offer because the pay was not what they were expecting.
The National Women’s Law Center (2023) points out that “requiring employers to post pay ranges in job announcements that both new applicants and current employees will see prompts employers to proactively review and evaluate their compensation practices and address any unjustified disparities between employees,” which will aid in closing the wage gaps that exist, especially for women and people of color.
Concerns with the ‘desired salary’ question
A particularly contentious issue is the required “desired salary” question on Pitt’s applications. Anecdotally, we know some departments dismiss candidates outright if their salary expectations exceed the hiring range, without considering other qualifications or potential for negotiation. The practice not only limits the candidate pool but also perpetuates wage gaps and inequality.
The American Association of University Women advises using the “Art of Deflection” when faced with the desired salary question. They provide training on salary negotiation that offers recommendations and tips on how to avoid the question in interviews. Unfortunately, there is no way to avoid it in the Talent Center application online form at Pitt.
Conversely, some departments engage candidates in discussions about salary expectations allowing them to clarify their needs and preferences. This approach can prevent misunderstandings that might prematurely disqualify otherwise strong candidates.
Encouraging self-advocacy and informed decision-making
One solution to these challenges is empowering candidates to advocate for themselves effectively. Organizations can encourage current employees and external applicants to research industry standards and understand their market value. Providing resources and guidance on negotiating salaries can help individuals make informed decisions that align with their career goals.
Screen for best candidates based on merit, not salary guesswork
The University must ensure hiring decisions are based on merit and qualifications rather than uninformed assumptions about salary expectations. Departments should focus on identifying the best candidates through rigorous screening processes that assess skills, experience, and cultural fit — factors that truly impact job performance and organizational success.
Conclusion: Toward a more transparent future
As we work together on the Plan for Pitt and strive to elevate the employee experience and continue to be an employer of choice, promoting transparency, accountability and trust is essential. Addressing the issue of salary transparency is not just a matter of fairness; it's a strategic imperative for attracting and retaining top talent. By providing clear and accessible information about salary ranges, facilitating open dialogue about salary expectations, and promoting equitable hiring practices, we can create a more inclusive and empowered workforce. Together, we can build a workplace culture where all individuals can thrive and succeed based on their abilities and contributions.
Best practice suggestions
Modified from Salary.com, 2024.
-
List salary range in the job postings
-
Screen applications based on qualifications
-
Discuss pay range during phone screen/first stage of the interview process to ensure candidate is aware and comfortable with the hiring range before moving to next stage of process
-
Conduct pay audits every two to three years, share results, and adjust salaries as needed
-
Make access to pay grades and salary ranges more transparent and accessible
-
Create an equity appeal process for employees – if they see a posting of a position that is similar to their current position with a higher or lower salary range, there should be an easy way to request a review
We know — It’s Possible at Pitt!
Kelly Lee Tatone is a member of and immediate past chair of the Staff Council Equity, Diversity and Inclusion Committee. She has been a staff member at Pitt for five years and currently serves as the research program supervisor for the UBelong Collaborative and as an Academic Foundations facilitator.
REFERENCES
American Association of University Women. (2021). To maximize your salary, learn the Art of Deflection.
Jones, S. (2023). A guide to navigating the new compensation modernization job catalog. University Times.
McClure, K. (2024). Your pay is terrible? You're not alone.: Higher education has a compensation problem. The Chronicle of Higher Education.
National Women's Law Center. (2023). Pay Range Transparency Is Critical for Driving Pay Equity.
Salary.com. (2024). Ensuring Salary Equity Among Employees: A Comprehensive Guide.