I think pay transparency requirements should be limited to below some compensation threshold. I can't put a number on it myself (maybe somewhere $100k-500k), bu

I think pay transparency requirements should be limited to below some compensation threshold. I can't put a number on it myself (maybe somewhere $100k-500k), but after some point, it becomes impossible to compare the compensation of one employee to another. High compensation is probably a reasonable proxy for this. As a bonus, this might provide some upward pressure on lower salaries. If a company doesn't want to tell the world they pay you $THRESHOLD - $10k, maybe they'll just bump you up to $THRESHOLD. In fact, if it were up to me, I'd probably choose this threshold in a way that this upward pressure affects the most people possible (so, closer to $100k than $500k). The problem with this is that different industries will hit this threshold at different points in their cost structures. FAANG might hit it for entry level software engineers while other industries might never hit the threshold for any employees. I don't know how to resolve this, but I definitely think transparency above some limit will cause more problems than it solves.