Hello, everybody. Welcome to the Radical Cander podcast. I'm Kim Scott.

And I'm Jason Roseoff, and Amy is traveling today. So it's just Kim and I. Today we're going to

discuss a topic requested by a listener. And that topic is pay transparency. So this person wrote to us

to say, quote, I would love an episode that addresses discussing

salary or pay with peers, specifically non-leadership and what level of transparency is

appropriate.

I work as a supervisor for a very big company and the hush-hush mentality around this topic

expected of my team seems outdated

and I'd like to challenge or influence this for the better without causing too much disruption.

Kim, what do you think? So, so it's, this is a topic around which there are enormous emotions.

So I think my first bit of advice is to buckle your seatbelt.

I have a particular point of view, which I'd love to share, but I also want to answer

the question like really quickly, and then we'll go into more detail.

I think that what I would do, if I were in this listener's shoes, is I would go to my boss,

and I would say, you know, I think we're kidding ourselves to think that people don't talk about

their salary with each other. And I think telling people that they can't talk to each other

about what their salary is implies that there's some reason for that, like that we've done something

wrong. And so I think it's a mistake. So that's kind of where I would start. But before we go too deep on

advice for this listener, I want to just sort of put my opinion. I was going to say bias,

but this is my belief on the table. I wrote about this last year after talking to the New York

Times about pay transparency because there are more and more

companies who are finding that the best way to address pay disparity is to just reveal what

...