54% of Irish Gen Z professionals (aged 18-28) are disputing existing workplace taboos and discussing their salaries openly with colleagues, according to new research from global talent solutions partner Robert Walters.
As organisations across Ireland continue to implement the EU Pay Transparency Directive into their operations, the new findings suggest that the drive for salary transparency is not solely a top-down agenda.
At an employee-level, younger generations are advocating for openness and transparency in pay discussions.
Suzanne Feeney, Country Manager – Ireland at Robert Walters comments (pictured): “While policy changes are mandating organisations to disclose salary and reward data publicly, we’re also seeing this practice at play at a grass-roots level. In fact, it’s Gen Z who are increasingly challenging the traditional attitudes of discretion and confidentiality and opting to open up the conversation around salary with colleagues.”
However, Gen Z’s desire for transparency isn’t being matched by their older peers. Only 29% of professionals aged 45-61+ say they are doing the same, with two-fifths (41%) believing salary is too personal a topic.
“Leaders are now managing workplaces with up to five different generations, each with their own views on issues like salary transparency, workplace culture, and employer expectations. For some, pay remains a private matter,” adds Suzanne.
Conversely, 38% of Gen Z professionals don’t feel there are any barriers stopping them from openly discussing their salary. They state doing so with close colleagues (32%) or whenever the conversation is reciprocal (22%).
The new research underscores that while broader policies mandate greater pay transparency from organisations, young professionals are rallying for more open conversations on remuneration within their workplaces.
“As the EU Pay Transparency Directive comes into full force in Irish workplaces, professionals will gain more autonomy in requesting information around their own pay and average pay levels within their organisation.
“Management teams and leadership will still play a critical role in setting the tone for what is appropriate when salary is discussed in the workplace. Professionals have different expectations of salary transparency, but fairness and inclusivity should always be prioritised. When conversations stay constructive, workers don’t risk sharing any information they aren’t comfortable with, and any discrepancies or inequalities can be identified and quickly addressed,” Suzanne concludes.