Our toolkits

Whether you are an employer or an employee, we created toolkits to support you in bringing change to your organisation.

Employers, what can you do?

Employees, engage your company

Our email templates

To persuade your organisation to change their ways, we created a few email templates you can use

First email - Initial ask

Dear [HR manager, Head of diversity & inclusion…],

I hope this finds you well.

I’ve recently learned that asking for a candidate’s salary history during recruitment, whether as part of the application form or during interview, contributes to pay inequality. I wanted to reach out and find out if we are still using salary history in recruitment, and if so, what the rationale is?

You can find more information here:

I look forward to hearing from you.


Second email - Follow up

Dear XXX

I’m writing to follow up on my email of (date), where I asked if we use salary history as part of the recruitment process. I am concerned that this practice may be contributing to women and ethnic minorities being paid less, and also, that it does not really bring any advantages to us, as we have no way to verify a candidate’s salary history in any case.

Please can you let me know if we are still using this practice?


Positive response - next step?


Thank you very much for getting back to me. I am so pleased that we do not use this question, and it shows that the organisation takes its commitment to EDI seriously.

Perhaps the organisation could also consider taking the End Salary History pledge Organisations such as Tripadvisor and the Samaritans have already signed, it should take less than a minute, and it could boost our reputation by showing we are serious about equal pay.


Negative response - next step?

If they reply negatively, we recommend responding once, to express your disappointment. You may find our FAQ helpful if they make specific points to which you can respond.

Our social media resources

We would love for you to spread the word, so we made some graphics for you to use on social media!


We have prepared an FAQ, where you can learn more about the gender pay gap, the potential of our campaign, the benefits to companies of dropping salary history questions and alternative ways to negotiate. You may find this page useful to direct your colleagues and contacts to if they have any questions after reading our Research page.