What do we want? The salary, or its range, to be posted clearly on job listings, is what. This is the battle cry of 91% of job seekers, according to a recent piece of research. U.S.-based respondents to the survey said that having salary ranges in a job post positively affects their decision to apply––and that is consistently the case across industries and worker seniority.
The same piece of research asked respondents which elements of a job description are most useful when deciding whether to apply for a role and only the job’s responsibilities, at 90%, outperformed salary ranges. Other data shows that 82% of job seekers say that seeing a salary range in a job description gives them a more positive impression of a company.
It’s important to establish salary ranges for a number of reasons: it takes an unknown variable out of job searching––if you know what the job pays, you’ve got actionable information on whether or not you proceed. It also helps to give a picture of industry and role-specific pay, but perhaps most importantly, a lack of salary transparency is intrinsically linked to the gender pay gap.
In the EU, the gender pay gap stood at 13% in 2020, the last available figures from the European Commission. In the previous ten years, the dial had hardly moved, leaving women earning 13% on average less per hour than men.
The good news is that salary transparency is on the way. In the EU, there is significant progress on the Directive on pay transparency. It will provide a number of new measures including pay transparency for job-seekers, the right to information for employees, reporting on the gender pay gap and joint pay assessment.
This follows a new series of local and state laws in the U.S. New York City’s pay transparency law came into full effect last November, and from the start of this year, salary transparency laws also came into effect in California and the state of Washington, with similar laws already in effect in Colorado, Connecticut and Maryland.
In the UK, there is some movement in the right direction too. Executive pay transparency measures came into force in 2019, which means big companies have to disclose the pay of their executives and show the gap between that and their average worker.
Tacking pay transparency at a legislative level is important to formalise it, but if you can’t wait for the next steps on the Directive on pay transparency to move jobs, you can check out three roles below which are currently hiring. Plus, there are thousands more on the Tech EU Job Board.
Senior Software Engineer Rail (m/f/d), T-Systems International GmbH, Dusseldorf
As Senior Software Engineer Rail, you will drive the development of digital solutions in T-Systems International’s Rail & Public Transport division, from technical specification to implementation. Working in an agile and international development environment, you’ll be responsible for software development as part of the implementation of technical customer requirements, and have end-to-end responsibility for the integrated technical overall solution.
You’ll need a degree in one of the sub-areas of computer science, or a comparable course, and will enjoy solving complex problems using Java or Python. More than five years’ of project experience in the field of application development are also required. Apply for this position now.
Application Developer - Software, Database and WebServices (f/m/d), Bechtle AG, Neckarsulm
As the Application Developer - Software, Database and WebServices, you will have responsibility for system integration and database development, creation and monitoring of ETL processes using powerful Microsoft Integration Services and other BI tools and you’ll create and develop internal and external interfaces (e.g. EPR/CRM/Cloud systems) based on web services (e.g. REST/SOAP interfaces).
To be eligible, you must have completed technical or business studies or comparable training, have practical experience with cloud services and web services, with experience in creating complex SSIS packages. An in-depth knowledge of .NET, knowledge of SQL Server 2015-2019, and MySQL as well as expertise with TSQL, queries, store procedures, indexes, and triggers are all required. Get full details here.
Technical Director, CESSDA ERIC, Bergen
CESSDA is a landmark on the European Strategy Forum on Research Infrastructures (ESFRI) Roadmap, part of the SSHOC (Social Sciences and Humanities Open Cluster) and contributes to the build-up of the European Open Science Cloud (EOSC). As Technical Director, you’ll evaluate CESSDA’s services portfolio, and service maintenance processes and establish and implement a technological strategy. You will coordinate technological and data strategies with other ESFRI infrastructures in the social sciences and other research domains, as well as advise the director on strategic technological matters, among many other responsibilities.
To apply, you will need a Master’s in computer sciences, information technology or technology management and/or a business administration or equivalent academic qualification, as well as relevant professional experience of six years in an IT management role, with high-level experience in software/IT service portfolio management and orchestration. Apply for this position now.