However, I found the most interesting link the one about open salaries [1] - are there any other businesses doing similar things? I'd be inclined to consider it a very strong mark in their favour as a workplace.
[1] https://open.bufferapp.com/introducing-open-salaries-at-buff...
So this trend would shift the cards to the employer unreasonably AFAICT, working to keep salaries suppressed.
Remember that when posting for a new position, salaries are pegged to prevalent market rates. Even bad negotiators as a result benefit from the upward pressure on salaries introduced by good negotiators. If all companies started fixing salaries (which is so far the only way I've seen open salaries implemented), a lot of upward pressure on salaries would be removed, harming all employees, not just the good negotiators.
However, it's easy to be transparant about salaries when you deal with collective bargaining and don't have to generate your own revenue.
Especially the latter means that what companies are willing to pay tends to depend on the financial circumstances at the moment of hiring, resulting in differences that cannot be justified by performance or value.
It takes costly rounds of corrections before you can be transparant about that without causing major upheaval when you reveal everyone's salaries. It only works for companies with short, relatively linear history. Everywhere else, salaries tend to diverge over time for many reasons.
You need two things for actual salary transparency:
1) Everyone's actual salary is accessible - as in, the actual amount they're paid each month, the transaction. This way everyone can know that there's nothing unfair hiding in there.
2) The reason why everyone's salary is what it is is transparent and accessible. Otherwise, the unfairness moves to how people are assigned to different salary bands. "John got assigned to Salary Band E3 because he plays golf with the boss" should not be a possible scenario. If it is, you don't have transparent salaries.
Compensation isn't just made up of numbers, it's made up of explanations too.
2.) That first sentence doesn't make any sense. The second sentence is also asinine. You get on a pay band based on merit at work. If that isn't the case, or if you don't like politics at work, find a new job.. or realize there will always be politics at work.
I'm not sure if you're a huge privacy advocate, but if you are, these ideas are a direct contradiction to privacy. Can't have my phone metadata, but if I can't see your pay stub life isn't fair.
http://seethroughny.net/index.php?cID=375
AFAIK this is compiled by a non-governmental organization however.
I am only aware of Balanced Payments that used to have it, but unfortunately they've recently shut down.
Chad Whitacre of Gratipay may know if any other companies do this by now.