https://www.jenjacksonconsulting.com/blog daily 0.75 2026-07-21 https://www.jenjacksonconsulting.com/blog/pay-transparency-in-job-adverts-whats-actually-happening-and-how-to-have-your-say monthly 0.5 2026-07-22 https://images.squarespace-cdn.com/content/v1/6a16cecad6ed8f629d2484ee/8ed826aa-0277-40da-8725-7af15c15b872/WhatsApp+Image+2026-07-21+at+16.27.30.jpeg Blog - Pay transparency in job adverts - what's actually happening, and how to have your say - My take Even with the uncertainty, I think the direction of travel is right. Candidates deserve exactly the same respect as anyone else in a hiring process, and their time matters just as much as a hiring manager's or an HR professional's. Companies can advertise a role, interview five people and make an offer, but they cannot fill it unless a candidate says yes. Treating a candidate's time like it does not matter, making them apply blind and find out three interviews in that the number was never going to work, never made sense to me. Transparency also works the other way. It pressures companies to actually look at their own pay structures, make sure they are fair, and make sure salaries reflect proven skill and capability rather than leaving high performers underpaid because nobody checked. I think it could reduce staff turnover too, people are more likely to stay somewhere with a clear progression route and a genuine sense of where they stand in the market. Pay transparency is not a threat to good employers, it is a chance to show staff they are actually valued. The prosecco is staying on ice until it is actually law. Sources Arnold, Quach and Taska, "The Impact of Pay Transparency in Job Postings on the Labor Market", NBER (National Bureau of Economic Research) Working Paper (2025), and reporting in Colorado Newsline Obloj and Zenger, "Research: The Complicated Effects of Pay Transparency", Harvard Business Review (2023) Sleesman et al., University of Delaware research on salary information and negotiation gender gaps, reported via HR Dive Workplace Employment Relations Study data, published in Social Science Research (2021), reported via Ohio State News Mas, "Does Transparency Lead to Pay Compression?", Princeton University working paper, on California city manager salary disclosure UCL, "How effective has mandatory pay gap reporting been at reducing the gender wage gap" World Bank Blogs, "Pay transparency policies can reduce the gender pay gap: the case of Denmark and the United Kingdom" Böheim and Gust, "Does Pay Transparency Affect the Gender Wage Gap? Evidence from Austria", American Economic Journal: Economic Policy Holiday Entitlement Calculator, "UK vs US Holiday Entitlement 2026", for statutory leave comparison Lewis Silkin, "UK pay transparency in recruitment: pay ranges in job adverts are under consultation" (July 2026) GOV.UK, "Equal pay and pay discrimination" consultation page SmartSurvey, the direct online response form for the consultation https://www.jenjacksonconsulting.com/blog/why-networking-matters-when-you-are-reskilling-into-cyber-security monthly 0.5 2026-07-21 https://images.squarespace-cdn.com/content/v1/6a16cecad6ed8f629d2484ee/33f20b57-57c1-492e-aaf0-979f15240692/image.png Blog - Why networking matters when you are reskilling into cyber security - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.jenjacksonconsulting.com/blog/why-tracking-your-job-search-is-a-non-negotiable-habit-part-1 monthly 0.5 2026-06-10 https://images.squarespace-cdn.com/content/v1/6a16cecad6ed8f629d2484ee/099a3232-4311-4c84-88cf-e9ea6508aec6/WhatsApp+Image+2026-06-09+at+16.30.06.jpeg Blog - Why tracking your job search is a non-negotiable habit - Make it stand out Whatever it is, the way you tell your story online can make all the difference. https://www.jenjacksonconsulting.com/blog/the-next-chapter-why-i-am-going-freelance monthly 0.5 2026-06-05 https://images.squarespace-cdn.com/content/v1/6a16cecad6ed8f629d2484ee/474cf413-f4e4-4cd0-83e7-e22dc14927fb/WhatsApp+Image+2026-06-04+at+16.41.13.jpg Blog - The next chapter: why I’m going freelance After more than a decade of working directly inside the trenches of tech recruitment and adult reskilling, I officially changed my professional status today. I am not currently pursuing permanent employment whilst I am launching my own freelance practice as a Career Consultant. I built this practice because I am genuinely passionate about helping people uncover the immense value they can bring to a business. Moving into the freelance space gives me the freedom to do exactly that, entirely on my own terms. Most importantly, it gives me the time to work one-on-one with individuals, focusing deeply on their specific situations and tailoring practical advice directly to them. After years of teaching people how to actively network, put themselves out there and use LinkedIn to advance their careers, it is about time I put my money where my mouth is and took my own advice. To prove it, the photo I am sharing to launch this business is about as unpolished as it gets. It is me at my kitchen table with no makeup, messy eyebrows and the undeniable beginning signs of grey hair. But that is exactly who I am in real life, and that is exactly how I intend to run this practice, grounded, real and completely free of corporate fluff - anybody who knows me personally will understand how much of a cringe moment this is for me! When I look back at the career path, a few distinct pinch-me moments stand out. 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