I decided to tell everyone in my life how much I make — even on first dates
their US job postings. During the first week of January, according to the workforce-data providers Revelio Labs and LinkUp, 31% of job listings included pay ranges, up from 14% at the beginning of 2016.
As I sweated my way through the first few conversations, I found myself stumbling over my salary number. I would go on an extended tangent, attempting to make sense of my much-larger paycheck . I would emphasize that I don't believe Ito earn tens of thousands of dollars more than they do. At a time when incomes are more unequal than ever, talking about them felt painful and divisive. I became evasive and defensive and apologetic.
"Obviously I'm a little jealous," said one reporter who made less than half what I do."But if you can make that much, I can probably make that much too one day. You have a title that's two or three rungs above me and at least five more years of experience. I'm like, 'OK, that's something that I can work and grow towards.'"
Which brings me to a confession: On every one of my first dates, I chickened out. I spent half of a date with an emergency-room doctor telling her about the experiment I was engaged in, but I couldn't bring myself to actually share my salary. I also lost my nerve with two marketing professionals in tech. In the context of dating, disclosing what I earn just felt too loaded — as if I were already preparing to build a life with them.
Then, out of the blue, I got an email from our union's bargaining committee."We are planning to remove the stigma around talking about pay and show Insider the gross disparities that exist among us," the email read."Please join us in updating your Slack status… with your annual salary ."My first instinct was to pretend I missed the email. But then the texts from my colleagues started rolling in."Interesting union action coming up," one said.
On the afternoon of that first day, my informal tally was stark: 113 people who made less than $100,000 versus 13 people, including me, who made more than that. As far as I could tell, I was the highest earner who had participated in the union action — until I persuaded one colleague to join in on the fun. He said he was worried about looking like a jerk, flaunting the size of his salary.
While reducing income inequality is a good thing on a national scale, management scholars get worried when salaries even out within a company. It's good if people who are performing similarly earn the same regardless of, say, their gender or race or sexual orientation. But it's bad if people who are performingearn the same: That means managers are failing to reward great work. Research suggests, uncomfortably, that pay transparency is having both effects simultaneously.
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