Sure! Here’s the translation to American English:
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Organizations are facing a significant challenge in the area of pay transparency, an increasingly urgent need in a context of growing regulatory pressure and changing employee expectations. According to the 2025 Global Pay Transparency Study conducted by Aon, only 19% of companies surveyed in over 40 countries consider themselves prepared to implement effective pay transparency.
In Spain, the situation shows slight improvement, as the percentage of companies that consider themselves “unprepared” has decreased to 14%, compared to 18% in previous years. However, notable regional disparities are evident: in Asia, 48% of companies declare themselves unready, while in Latin America it is 40%, and in Europe, the Middle East, and Africa (EMEA) it reaches 26%. Thus, Spain ranks among the countries with a more favorable landscape in this area.
Ramón Vera, Managing Director of Aon Wealth & Talent Solutions, emphasizes the importance of viewing pay transparency not just as a requirement, but as a strategic opportunity to strengthen the value proposition of organizations and become preferred employers in a highly competitive market. Despite this, the study shows that the majority of companies approach transparency requirements reactively: 60% apply these regulations selectively, based on local laws, suggesting a lack of a global strategy aligned with pay equity principles.
Communication is crucial in this management. 59% of organizations claim their employees understand the pay policy, but only 21% globally and 7% in Spain effectively publish salary ranges in their job offers. Jorge Herraiz, Director of Aon Talent Advisory in Spain, points out that salary disclosure faces a “taboo” in Spanish society, at a time when younger generations demand greater transparency, clashing with traditional confidentiality policies.
Despite these challenges, the report also indicates certain advances, as 71% of organizations globally and 72% in Spain have improved their readiness for pay transparency in the past year. With the imminent transposition of the European Union Pay Transparency Directive and the emergence of new regulations worldwide, Aon recommends that companies evolve from a tactical compliance model to a more strategic and proactive approach.
via: MiMub in Spanish