Laughter and rejection. That was the initial reaction from many employers when we introduced the idea of sharing their employee benefits, policies, and efforts toward gender equity on the world’s first transparent career platform for women.
Fortunately, a handful of forward-thinking employers recognized the win-win potential of the platform. These trailblazers understood that proactively sharing their strengths — and being transparent about areas needing improvement — was crucial for attracting more women and marginalized groups while driving meaningful progress in diversity, equity, and inclusion (DEI).
Today, the data, research, and successes of the hundreds of employers on the WORK180 platform have validated this approach: transparency delivers measurable rewards for employers (see recent examples below). Beyond advancing gender equity, the growing demand for employer transparency has also gained increasing government support and is reshaping workplace expectations.
In short, what was once a “nice-to-have” is now becoming a non-negotiable for employers.
The ever-growing demand for transparency
According to our What Women Want Survey, 41% of respondents said a lack of transparency around gender pay gaps, employee benefits, and policies is a dealbreaker — enough to stop them from considering a job offer.
And it’s not only women. In our recent research into men’s views and experiences of workplace gender equity efforts, we found:
- 69% of those who support gender equity efforts said they believe they would personally benefit from greater transparency around promotional and hiring criteria.
- 65% also said they would like to see greater pay transparency.
- Many of the 1,000 survey participants shared comments warning of the damage caused by a lack of employer transparency around DEI strategies.
(To see the full findings and get actionable guidance, download our free guide Bridging Gaps Together: Insights and Strategies for Engaging Men in Workplace Gender Equity.)
Customers, clients, and investors are increasingly favoring businesses that are open and transparent about their practices. For example, Australian equity manager Melior actively seeks out companies with strong gender equity practices, believing they deliver better long-term financial returns. Similarly, over 55% of UK investors also say they prioritize companies that contribute to a more sustainable and equitable society.
This growing demand for transparency is also being reinforced by government actions, which are making it more difficult for employers to hide behind ambiguous data. Last year, Australia joined the UK in publishing the gender pay gaps of employers with more than 100 employees, with even stricter reporting requirements for 2025. For example, Australia’s gender pay gap reporting will now include CEO pay, which — since many CEOs are higher-paid men — will likely widen reported gaps for most companies.
My advice for all employers this pay gap publication season? Embrace the power of transparency by proactively sharing your rationale and action plans. More than half of respondents to our What Women Want Survey said they would still apply to a workplace with a poor gender pay gap, if the organization demonstrated a genuine commitment to closing it. (To find out more download our free guide to understanding and addressing your gender pay gap.)
The rewards of embracing transparency
Here are just a few recent wins from the employers we support, endorse, and feature on our transparent career platform, used by over 1.5 million women and members of marginalized groups each year:
- Diverse recruitment: Employers working with us report up to a 25% increase in applications from women in just one year.*
- Increased representation: They’re also increasing their gender representation up to 12 times faster than their industry average.*
- Employee pride: 75% of women working for a WORK180 Endorsed Employer feel proud of their workplace, compared to the national average of 46%.
* Stat sources: Based on results from current WORK180 Endorsed Employers and responses to our annual What Women Want Survey.
Final words of advice: Don’t wait for perfection!
The results above are not a product of achieving perfection. They are achieved through a proven ongoing commitment to progressing DEI. These employers showcase their strengths, identify areas for growth, and, most importantly, take action to address them.
If you’re unsure where to start with transparency around benefits, policies, or DEI initiatives, you’ll find plenty of inspiration by exploring the profiles of WORK180 Endorsed Employers.
Curious to learn more about how we work with employers? Visit our How We Help page or book a free call with our team.
