> As someone running a large organization, this is also a logistical nightmare since I usually have very good reasons to compensate X more than Y even if Y might think they should be paid the same amount.
That's the key. I want to know what reasons. It is the best possible feedback for me. If you want to earn X more, you need to do this and that like this colleague does.
It will force management to have better salary policies. I have seen people getting offered almost doubling their salaries when they say that they are leaving. Just because they were badly underpaid to begin with.
Openness forces for better justifications of your actions.
> Besides, even as a hiring manager, I really think it's none of my business how much that previous employer valued this person. What matters is here and now. I just ask people how much they want then I counter with what we're comfortable paying, and then we negotiate.
That's a really good approach. And looks like you are someone that will easily be able to justify the salaries of your hires. But there is a lot of managers that will not, and they will need to get better at their jobs if salaries where open.