In my organization (a large software firm), I supervise an entry-level call center. All new agents are hired as temps and have to prove themselves worthy of permanent employment.

The permanent job pool is run very much like a lottery - depending on the pay rate of the position that becomes available, the employee filling in that position could be over- or under-compensated. Now there are benefits that come with that permanent position. However, the vacancy pay rate is capped at whatever was paid the it's former occupant. There is very little room for negotiation - unless the vacancy is truly a promotion.

In this environment, where permanent positions are few and temporary agents are ambitious, publicizing salaries (with the current lottery formula) would create a hostile environment where employees would find ways to sabotage each other. We already have enough behavioral issues and contention to keep the leaders well occupied.

I know that as a supervisor, receiving that title during the "crisis with the economy" meant that all I was getting was a title. I didn't get an increase until several years later, and it was only about 21-cents per hour. Maybe the publicity would benefit me. Or it would be a warning to other leads that they need to step up their game.

Full disclosure would have to bring with it a different system for compensating employees. Our current model would not benefit from it.