According to the survey, when asked to rank job factors in order of importance, a third (33%) of employed Americans ranked pay transparency and equity as their top priority, compared to compensation and benefits (33%), career growth opportunities (13%), workplace flexibility (11%), and company culture (10%).

Such demand was more pronounced among Gen Z respondents (44%), followed by millennials (37%), Gen X (26%), and baby boomers (20%).

“With Gen Z expected to make up 30% of the U.S. workforce by 2030, this is an urgent signal for employers to review and refine their pay transparency and equity strategies and ensure practices are more than just check-the-box exercises,” according to Brightmine’s report.

Other findings of the survey:

• A third (33%) of employed Americans say they would seriously consider seeking employment elsewhere if they learned that a colleague in the same role was earning a higher salary than them.
• Less than a third (32%) of employed Americans consider their employer “very effective” in their current approach to pay transparency, and more than a quarter (26%) believe their organization prioritizes profits over fair pay.
• Just 52% of female respondents feel they have a clear understanding of how their salary compares with others in the same or similar job in their industry, compared to 67% of male respondents.
• One-third (31%) of female respondents believe they are being paid fairly or equally compared with their colleagues in similar roles; almost half (47%) of male respondents say the same.
• Just 18% of female respondents consider their organization’s approach to pay transparency in the workplace “very effective,” compared to 28% of male respondents.

In the report, Brightmine officials note ways in which employers can better meet employee demands in this area. The first step is ensuring compliance with state-level legislation regarding pay transparency and equity.

“Compliance is a key piece of the puzzle, but employers shouldn’t stop there,” according to the report. “They should extend their pay transparency and equity practices beyond what’s legally required. This includes breaking the salary taboo and encouraging open conversations around pay at work, where discussions have often been shrouded in secrecy. … By normalizing discussions around compensation within the organization and extending that transparency to external job postings and in hiring processes, employers can dismantle outdated stigmas, build trust, and create a culture where employees and job seekers feel valued and respected.”