“A man who hides his sickness cannot expect to be healed.” – African Proverb
In Nigeria’s evolving labour market, the growing conversation around salary transparency reflects a deeper yearning: the need for openness, fairness, and trust in the workplace. Like the man in the proverb who hides his illness, many employers choose silence over disclosure, often to the detriment of their workforce and, ultimately, their reputation.
The issue is far from new. In recent years, various schools of thought have emerged, either championing transparency as a cure for workplace inequality or cautioning against its potential to sow discord among employees. For some, salary transparency means revealing how much each employee earns. For others, it’s about being open about the processes behind compensation decisions, clarifying what skills, roles, and results warrant higher pay.
This divergence in understanding has fuelled a wide-ranging debate. According to a KPMG survey, 69 percent of 715 organisations supported salary transparency, with 31 percent in strong favour of documented pay policies. Another survey conducted by KPMG Nigeria revealed that over half of employees believed their company’s performance management was fairer because of its transparent pay culture.
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For job seekers, especially in a competitive market like Nigeria’s, salary is more than just a number—it’s a motivator. A clear pay range helps applicants assess whether a job is worth pursuing. Some may abandon an application altogether if no salary details are given, viewing the process as a gamble. Others will proceed but remain wary until compensation is finally discussed. At the core of this dynamic lies a powerful word: trust.
“For job seekers, especially in a competitive market like Nigeria’s, salary is more than just a number—it’s a motivator.”
Trust is the foundation on which salary transparency is built. When employers withhold salary information, they risk eroding the confidence of potential hires. Internally, secrecy may trigger suspicion, particularly among employees concerned about gender pay gaps or unequal compensation. When trust breaks down, so does morale, and eventually, loyalty.
Conversely, companies that embrace transparency tend to earn the trust of their workforce. They also foster stronger team dynamics. Research from Glassdoor found that employee satisfaction can increase by as much as 25 percent in organisations that openly communicate pay structures. When salaries are tied to skills, experience, and performance rather than backroom deals or arbitrary preferences, the potential for wage bias is significantly reduced.
Yet, salary transparency isn’t without its critics. Some argue that revealing pay details can breed jealousy among co-workers or expose sensitive personal information. Employers may worry that competitors will use salary figures to lure away talent. Others raise the issue of privacy and fear that openness may invite unnecessary scrutiny or dissatisfaction, particularly if long-serving employees find out that new hires are paid more.
These concerns are valid and should not be dismissed. But they are not reasons to avoid transparency altogether. Rather, they point to the need for balance and intentionality. Nigerian employers do not need to go from complete silence to full exposure overnight. A gradual, tiered approach such as publishing salary ranges instead of fixed figures can offer job seekers clarity while still allowing room for negotiation. This method respects employee privacy and limits the risk of internal unrest while meeting the growing demand for accountability.
Globally, there is a visible shift in favour of transparency. In some markets, it is already required by law. While Nigeria currently lacks legislation mandating salary disclosure, a growing number of forward-thinking organisations are voluntarily adopting transparent policies. These companies report improved candidate quality, shorter hiring cycles, and a stronger employer brand. In turn, they become magnets for top talent who value fairness as much as compensation.
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Transparency, when implemented thoughtfully, does not disrupt; it enhances. It signals to employees that their contributions are valued and that the rules of reward are clear. It reduces speculation, calms unrest and builds a foundation of trust that transcends salary figures.
The road to widespread salary transparency in Nigeria will not be without challenges. But like the man in the proverb who finally admits his illness and begins the path to healing, our employers must acknowledge the shortcomings of pay secrecy. Only then can we build a workplace culture rooted in openness, equity, and progress.
So, the question remains: will Nigerian employers choose to lead with clarity or continue to mask the truth behind closed doors?
Dr Olufemi Ogunlowo is the MD/CEO of Strategic Outsourcing Limited (SOL), Nigeria’s leading personnel outsourcing firm, and has managed over 200,000 employees nationwide.
