AON Study Highlights the Slow Progress in Salary Transparency Adoption
According to the AON Global Transparency Salary Study 2025, only a mere 10% of companies in Mexico are prepared to implement salary transparency strategies. This figure is lower than the Latin American average (18%). While 58% of Mexican companies claim to be in the process of implementing such strategies, 32% admit they have no actions in place.
Mexico’s Gradual Progress Towards Transparency and Equity
Omar Viveros, the leader of AON’s Human Capital for Mexico, Caribbean, and Central America, states: “Mexico is at a crucial moment to transition towards a culture of salary transparency and solid equity. The data shows gradual adjustments that need to be accelerated, so companies can strengthen their value proposition for talent by promoting actions based on trust and the growth of all collaborators.”
37% of companies report no improvement in their readiness for salary transparency over the past 12 months, surpassing the Latin American average (31%). Moreover, six out of ten companies direct their efforts based on geographical zones where compliance is required.
Latin America’s Resistance to Publishing Job Offers with Salary Ranges
Globally, only 21% of companies publish salary ranges in all job offers, according to AON. However, in Latin America, this proportion drops dramatically to a mere 2%, making it the region with the lowest percentage.
North America leads in this aspect, with 34% of companies making salaries visible in job offers, primarily in the United States where nearly half the population resides in areas with some form of salary regulation, as per AON’s report.
In contrast, 64% of Latin American companies fail to publish salary ranges in job offers, doubling the global average (31%).
Salary Equality Returns to Public Agenda
As few Mexican companies prepare for salary transparency, the issue of equal pay has resurfaced in the public sphere. On September 18, an initiative was presented in Mexico’s Chamber of Deputies to enact the General Law on Equal Salary between Women and Men.
The proposed regulation aims to establish new obligations for companies and government agencies, including salary audits, objective criteria for setting remuneration, salary records of employees, and the right to relevant information about payment policies, among other provisions.
The new regulatory framework also contemplates retroactive payments for those affected by a gender pay gap.
This project joins two other initiatives presented in the current legislature that propose to reinforce salary transparency mechanisms in companies, including fines for wage disparities and the obligation to make salaries visible from job postings.
Key Questions and Answers
- Q: What percentage of companies in Mexico are ready for salary transparency? A: Only 10%
- Q: How does Mexico’s progress compare to the Latin American average? A: Mexico lags behind with 10%, while the Latin American average is 18%.
- Q: What percentage of Latin American companies publish salary ranges in job offers? A: Only 2% of Latin American companies do so, the lowest proportion globally.
- Q: What does the proposed Mexican law aim to achieve? A: The law seeks to establish new obligations for companies and government agencies, including salary audits, objective criteria for setting remuneration, and the right to relevant information about payment policies.
