Although faculty unions have successfully pushed for minimum faculty salaries, one of their other core functions has been to provide transparency in salaries. This is often through a process of codifying how merit pay is awarded and expanding the definitions of what is deemed merit worthy. Beyond this faculty unions have pushed for other specific policies to reduce pay inequities.

For example, faculty at Rutgers have been successful at eliminating pay inequities through the implementation of a Faculty Equity Program. This program, codified in section 8 of the Rutgers AAUP contract, establishes a pathway for faculty that are being paid less than their peers to petition for salary increases. Faculty are given a chance to build a case, with the help of the Rutgers AAUP, for how pay inequities cannot be explained by their work and so should be closed. Rutgers AAUP is able to monitor how Rutgers responds to these cases and make sure they are living up to their goal of closing racial, gender, and campus pay inequities.