Pay Transparency Is Accelerating — But Readiness Is Falling Behind
The data leaders need to understand risk, capability gaps and what to do next
Pay transparency is no longer optional. Regulatory pressure, employee expectations and public disclosure are pushing organizations to act — fast. But new Aon research shows a widening gap between visible activity and real readiness.
Download the Pay Transparency Pulse Study Results to benchmark where organizations stand today — and where execution is breaking down beneath the surface.
What You’ll Learn
In this report, you’ll see:
- Why pay transparency actions are advancing faster than organizational capability
- The risks leaders are most concerned about as disclosure increases
- Where manager readiness and infrastructure gaps are emerging — even among “mature” organizations
This is not a debate about whether to act. It’s a reality check on whether organizations are equipped to execute pay transparency well.
Why This Matters Now
Most organizations have already taken steps toward pay transparency. Yet many report being underprepared to support the conversations, governance and decisions that transparency requires.
That tension — action without readiness — is becoming one of the biggest sources of people, reputational and compliance risk leaders face today.
This study helps organizations understand that gap — and what it means for the next phase of pay transparency.
About the Study
The Pay Transparency Pulse Study captures perspectives from professionals across regions and industries, offering an up‑to‑date view of how organizations are responding to rising pay transparency expectations — and where readiness is falling short.
It builds on Aon’s broader pay transparency research to help leaders move from compliance activity to sustainable, defensible execution.
How Aon Helps
Aon supports organizations at every stage of their pay transparency journey — from understanding regulatory exposure to building the infrastructure, governance and manager capability needed to operate transparently at scale.
Because pay transparency isn’t just a policy decision — it’s a leadership capability.
