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The topic of compensation transparency is hotly debated.
On the pro side, the argument is that people currently at the company, who may not be making the prevailing market wage, can see what somebody new coming in would make, and then negotiate salary from there. I’m sure we’ve all seen many instances where people who haven’t moved jobs as much can end up earning less than their full potential because those ‘leap moments’ from a compensation perspective haven’t happened, and their employers are perfectly fine underpaying relative to market if they feel flight risk is low.
On the ‘con’ side of the debate, many employers will argue that they will be much more cautious with setting new wage rates because a change in that number now potentially means a retroactive change across the workforce. They may also be less willing to pay up for extraordinary talent. So this can have an effect of depressing wages overall.
There have now been a number of academic studies on this topic, and most are finding that this does meaningfully contribute to reducing the gender gap, but that it also comes with the cost of fewer job opportunities (companies avoid posting to avoid for that area to avoid having to be transparent), and at a cost in wage growth overall (~2% impact on average).
Regardless of your stance on the topic, you should understand what this can mean for you.
While I haven’t seen any studies that specifically look at the impact of these laws on cybersecurity jobs, we have done some research and can share a few insights that are representative of what we expect to see as this practice becomes more prevalent.
We dug specifically into mid-level cybersecurity jobs posted for NYC, and here’s what we found:
Here’s a chart of salaries by years of experience- the bounds of the plots represent the ranges, and the box the 25-75% percentile. This should be a relatively good representation of salaries overall, less a ~10-15% cost of living premium for NYC.
So if you don’t live in New York or Colorado, but you want resources to negotiate your salary, here are a few places you can turn:
Quick tips for re-negotiating your salary:
Overall, we strongly encourage employers to move toward a more transparent disposition. Cybersecurity is a hot market, and it's a better investment over the long term to consistently pay the prevailing market rate, build a good culture, and a team that enjoys what they do and will want to stick around. If you do this, there is no risk, only upside, to being open about compensation.