Let’s talk about something pharma doesn’t often put in the spotlight, pay transparency.
For all the buzzwords about innovation, integrity, and inclusion, the industry still tends to avoid open conversations about what people actually earn.
Salary discussions can be complex, but they’re important. Many organizations are taking steps toward more transparent compensation practices, yet there’s still work to do. When pay isn’t clearly communicated, it can leave room for confusion and inequity, even unintentionally.
As recruiters, we’ve seen it firsthand.
- Two candidates with identical experience get offers that differ by 20 to 30%.
- Companies talk about fairness but don’t always publish salary bands.
- Internal pay equity reviews happen quietly and sometimes take years to bring real change.
It’s not necessarily about bad intent. It’s often about navigating evolving regulations, market shifts, and global standards. Still, the lack of visibility can leave both candidates and employees questioning their value and future growth. When teams feel uncertain, trust suffers, and retention becomes a challenge.
Pharma already drives incredible advancements in science and healthcare. The next frontier could be leading in transparency too. Clear communication around pay builds trust, strengthens recruitment, and attracts mission-driven professionals who value integrity as much as innovation.
Pay transparency doesn’t just help employees. It helps employers make better, data-driven decisions and create a stronger sense of equity across teams. The companies that start embracing this shift now will likely be the ones that attract and keep the best talent later.
Maybe it’s time to bring the same spirit of progress that drives medical breakthroughs into how we approach compensation.
What do you think? Should pharma move toward more open pay practices?