I agree there are lots of positives. But with increased transparency, what we won't likely see is someone saying "Joe is a better employee than me and I unfairl

I agree there are lots of positives. But with increased transparency, what we won't likely see is someone saying "Joe is a better employee than me and I unfairly make more than him. Please reduce my salary." The adjustment requests are only going to go in one direction, and be requested by those who feel (wrongly or not) that they are contributing more than others. I wasn't referring to the inability to compare price value of contribution as related to public salary data, but rather for internal comparisons. Not market rate across the entire market, but value compared directly with a co-worker. These should be related, but transparency within one organization is easier to assess. If we have two programmers working on the same code base building the same product, how easy or difficult is it to determine who is contributing more and therefore worth more to the company? There are several factors at play, not to mention intangibles (catalysts, morale, leadership), and it's incredibly complex to say EMPLOYEE1 is 'more valuable' than EMPLOYEE2.