New research reveals shift in attitudes and priorities among employees

New research reveals shift in attitudes and priorities among employees | Insurance Business Australia

Insurance News

New research reveals shift in attitudes and priorities among employees

CEO highlights the primary considerations of employees in recent times

Insurance News

By
Jonalyn Cueto

New research conducted by recruitment specialists Robert Walters has unveiled significant changes in workplaces. The latest findings show a workplace taboo: discussions about salaries are discouraged in 88% of Australian workplaces, despite a growing trend among professionals to defy this rule. The study, based on a survey of over 2,000 white-collar workers, also reveals that 12% of respondents admit to discussing their salaries with colleagues, highlighting a shift in attitudes toward pay transparency.

Historically, many companies enforced strict confidentiality around salary details, supported by clauses in employment contracts. However, legislative changes in recent years, notably amendments to the Fair Work Act, have rendered these clauses obsolete, fostering a more open environment for salary discussions.

“In the past, salaries were considered a highly confidential matter, even among friends,” said Shay Peters (pictured), CEO of Robert Walters Australia and New Zealand. “However, over the past five years, the sensitivity surrounding this topic has faded. Salaries are now openly discussed among friends, family, and sometimes even colleagues.”

Shift in employee priorities

The research also indicates changing priorities among employees, with salary no longer holding the paramount importance it once did. A significant 45% of white-collar professionals now prioritise work-life balance over salary considerations, while 26% prioritise salary itself. This shift underscores a broader trend where workplace benefits and growth opportunities are gaining prominence alongside financial compensation.

Despite the benefits of salary transparency, such as ensuring fair pay and potentially boosting productivity, there are concerns about its implementation. Peters said that linking salaries solely to performance rather than experience or tenure is crucial to maintaining fairness within teams.

“Many organisations base annual salary reviews on individual performance, which can lead to conflicts within teams. Not everyone performs at the same level, even if they have the same job title. Therefore, paying everyone the same salary can undermine the importance of recognising and rewarding individual achievements,” said Peters.

Moreover, the study found that a substantial number of job advertisements still omit salary information, despite evidence suggesting that disclosing salaries can attract a more diverse pool of candidates. According to SEEK, job applications increase by 33.9% when salary details are visible, indicating candidate preference for transparency.

However, Peters cautioned against over-reliance on salary disclosures in job ads, suggesting that focusing solely on financial details might deter qualified candidates who prioritize other benefits or opportunities for career growth. He advocated for a balanced approach where companies can highlight their comprehensive benefits package alongside salary considerations to attract the best talent.

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