{ "media_type": "text", "post_content": "As more firms move towards greater transparency around performance and salary calculations, why does EY continue to keep the ‘salary bands’ completely hidden from employees?", "post_id": "5bab70ca13c4f60017fb5e7a", "reply_count": 4, "vote_count": 45, "bowl_id": "5baaa61ae7ccfa00126ed709", "bowl_name": "Q&A with an EY Partner" }

As more firms move towards greater transparency around performance and salary calculations, why does EY continue to keep the ‘salary bands’ completely hidden from employees?

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Honestly as a PPED that is a source of frustration to us as well. I was a lateral hire so wasn’t around when the firm decided to go this way. I guess it allows the firm to differentiate pay for its employees without much consequence. I personally have zero idea how I stack up vs my colleagues in terms of base pay

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There is literally 0 transparency on the process. People close to PPED get rewarded and people not close even though high performers get screwed

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@P1 thanks for the honesty. If the PPEDS/ Competency leads have the information, is there something (contractually/legally/etc) that prevents everyone from self publishing? Or even prevents the PPED group from saying where in the band one falls (high/mid/low)? It sounds like no one has any idea whose decision it is to keep them hidden.

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EY1: not sure I agree with that characterization but the non transparency makes it a logical thesis

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