Reason for wrong salary info

why do people feel uncomfortable or bad about sharing salaries with peers of the same level? if you share it then only you will get to know how much you are getting paid comparatively and next time you ask what you deserve in appraisals. why are we not helping ourselves?

I have been managing teams for multiple organisations for quite a few years. It saddens me to see most of the organisations trying to exploit employees by paying inadequate compensation. Gender pay gap exists for real. I want to file a PIL and maybe get a law passed to ensure all employees are paid fairly. Can someone help me get in touch with a good lawyer who can help me file a PIL?

By making salaries transparent you’ll end up signalling who gets paid for what skills, and how you can reach similar levels if you manage to put in hours/ up-skill yourself? This should reduce the number of employees who’ll be unhappy if they find someone else’s salary later on to be really high. Also, we will get rid of draconian law, which kind of stops employees from talking about salaries. Does any company in India have salary transparency as one of the their core agenda to attract talented folks?

In general HR's say we shouldn't discuss our salaries with our colleagues and at the same time they allow your manager to discuss the salary during appraisal. A manager should only be allowed to tell %age increase, not the actual salary. As a manager, would you share your salary with your reportee ? If not, why should you know their salary? Either make salaries transparent, everyone knows each other's salary or nobody should know anyone's salary except HR.

These days HRs are asking the employees before sitting for an interview about their current ctc. I don’t want to reveal that to them and want to get paid according to the industry standards/ based on the market conditions. How to smoothly avoid that question and avoid getting underpaid?

We already have many platforms which do the same thing but their major problem is wrong/fake data. So one more similar platform is not going to change anything. It would be revolutionary, if you guys could come up with a way to verify the salaries. Otherwise it's just adding more noise to the already existing junk data. Requesting everyone to please suggest ideas for the same.

Hi folks, thinking of writing a regular mini blog here about my learnings being a generalist in the ecosystem. I currently handle growth at an ecom startup and have previously been through 2-3 startups + a large corporate in my 7 year career. #1: Why you should not stay only in startups Recently started reflecting on salaries of many peers who are also startup folks and trying to see where it stands. There are 3 cohorts: a. People who started out in Big 4/Corporate & then became a generalist: They've been underpaid the most. First pay was 4-5L, and when they transitioned to startups, started at 7-9L. Over time, growing from there is difficult without MBA. b. People who have forever been in startups: They earn more than A on average. But here too, there is a delta in their salaries vs. people with same YoE who went to an MBA and are in corporate now. Side note: I've seen this cohort has usually loved what they've done, and being in startups definitely has positively impacted their thought process. c. People who went to a corporate/big tech etc. mid way: This cohort has done the best long term. Their pay got recalibrated when they went to a larger company in the middle through their career, and when they rejoined startups, they were respected more in salary negotiation. This is to anybody out there who is a generalist and sees a similar path. Try to sandwich a proper, large company in your career. It gives you perspective on whether you like it and if startups is really your preferred route. And it also recalibrates your pay. Startups will limit you basis your last salary. Corporates have standards basis bands. Just something to think over. NOTE: Do share feedback, if this makes sense. And if you'd like to read more of these too.

Does gender wage gap exist in the corporate tech world? Or is it purely performance based? What about biases in appraisals, promotions, who gets a chance to lead and all? Looking for personal insights and experiences.

1. Over estimating the efforts 2. Office gossips 3. Moon lighting 4. Unrealistic Salary demands 5. Completely under-utilised but still complaining of overwork.

Hello Viners! I wanted to share my CTC journey and looking to seek your opinion on this! Joined Fintech(Paytm) last year with 3.5 YOE - 31LPA(Base) [Current] LaidOff but Got an offer in a SaaS company during my NP - 31LPA(Base) YOE - 4.5 Years Most of the companies I interviewed for were not able to match my current fixed because of which I took this offer. Now I feel like my Base is low as compared to the market average in terms of YOE which makes me worry about my career’s progression. Do you also feel the same? But at the same time I am grateful that in this job market, I have got a job. What do you think? Am I rationally thinking here? I live with my parents and they are partially dependent on me. I hope I have made a correct decision.