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“In order to keep up, employees are more likely to seek higher salaries or end-of-year bonuses this year than in the past,” said Tanya Jansen, co-founder of beqom.

And, waiting isn’t an option, said beqom co-founder Tanya Jansen.

Tanya Jansen, co-founder of beqom, said organizations can parlay increased transparency into an employee engagement tool that assists with retention.

“Pay transparency is as important as raising awareness around the pay gap, but it goes beyond your salary,” said Tanya Jansen, co-founder of beqom, a total rewards management software company.

For existing employees, understanding where they sit in a pay range and why helps build trust, said Tanya Jansen, cofounder of beqom.

Tanya Jansen, co-founder of beqom, said organizations could be hesitant to reveal the pay equity work they’re doing internally or externally because they are insecure about the level of progress they’ve made so far.

“If organizations want to attract top talent,” said Tanya Jansen, co-founder of beqom, “they’ll increase their chances by adding salary ranges to their job posts.”

“As long as compensation continues to remain transparent and equitable in the workplace, women will feel more empowered to negotiate their pay, which helps put them on the same playing field as their male colleagues,” said Tanya Jansen, co-founder of compensation software company beqom.