“Transparency can serve as a powerful foundation for accountability. Metrics and goals need to be visible to be viable. … organizations can make certain employment processes transparent so that employees are made aware of “how things are done” within the organization. What are the criteria for making hiring, promotion, salary, and bias complaint decisions? Who makes these decisions? What steps or processes are used to arrive at a decision? Indeed, in his study of one company’s merit-based pay system, Castilla found that simply providing senior managers with data on how their pay decisions compared to others helped managers hold themselves accountable and reduce pay disparities by gender, race, and birth nationality.”
University of Massachusetts, Center for Employment Equity