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48% of job seekers now expect upfront salary disclosure before applying

HONG KONG SAR – Media OutReach Newswire – 27 May 2026 – As the European Union prepares to transpose the EU Pay Transparency Directive into law by June 2026, employers will soon be required not only to disclose pay scales but to provide unprecedented clarity on how pay decisions are made.

This movement is not confined to Europe. Across the US, UK, Canada, Brazil, Australia, and Japan, a combination of strict regulation and rising employee expectations is pushing organisations toward a new standard of openness.

According to the latest Pay Transparency E-guide from the world’s most trusted talent solutions company Robert Walters, 48% of job seekers say they only apply for roles where salary ranges are disclosed upfront, which reflects salary transparency is no longer a ‘nice-to-have’ but prerequisite for even engaging in the hiring process.

In Hong Kong, where salary disclosure has traditionally remained limited and highly individualised, these global developments are beginning to prompt new conversations around how pay is determined and benchmarked in the hiring process.

Growing public debate over current hiring practice to benchmark offers in Hong Kong

The common practice of requesting candidates’ current or previous salary is beginning to attract more discussion in Hong Kong. While employers have traditionally used this information to benchmark offers, some professionals question whether it places too much emphasis on past earnings rather than the value of the role or prevailing market rates.

“Candidates are increasingly asking how compensation is determined, not just what is being offered,” said John Mullally, managing director at Robert Walters Hong Kong. “Where decisions appear to be anchored to previous salary rather than the scope of the role, it can shape perceptions of fairness during the hiring process.”

At the same time, candidates are also paying closer attention to the amount of personal information requested during recruitment, reflecting broader expectations for transparency and consistency.

Wage secrecy culture under reassessment as Gen Z shows greater openness toward salary disclosure

Traditionally, salary has been a deeply private matter in Hong Kong, often viewed as a “confined personal message” that is rarely shared even with family members, which can make it difficult for employees to understand how pay decisions are made or how they compare with peers in similar roles.

However, data from the Robert Walters Salary Survey suggests that Gen Z is beginning to dismantle these long-standing cultural roots.

While only 5.5% of Hong Kong professionals overall are comfortable discussing their compensation with colleagues, that openness jumps to 24% among Gen Z. This stands in stark contrast to the 4% of Millennials and 2% of Gen X who are willing to share such information. This shift indicates that as the younger workforce grows, the cultural resistance to pay transparency is starting to fade.

“For Gen Z, transparency is a marker of fairness, equity, and social responsibility,” says John Mullally. “Candidates today have more access to market information and are making more informed decisions. Greater transparency can help build trust earlier in the process and support more constructive conversations around expectations.”

Global standards, local implications

With stricter requirements emerging in regions such as Europe, practices in one location are increasingly shaping expectations in others. Companies that operate across borders may find that consistency in how compensation is communicated becomes more important in attracting and retaining talent.

“For multinationals, this is more than just a compliance task. Operating transparently in one market while remaining opaque in another creates an ‘information asymmetry’ that erodes internal trust. We are seeing forward-thinking firms ‘level up’ by adopting a consistent, global standard of transparency, even before local legislation mandates it.” comments John Mullally.

While standardisation is difficult in industries like sales or professional services, where pay is often tied to commissions and individual portfolios, companies may need to balance flexibility with clearer communication. As expectations evolve, greater openness may become an important factor in securing and retaining talent.

Navigating complexity: how organisations can prepare

To prepare for this shift, Robert Walters advises Hong Kong organisations to move beyond simple disclosure toward building a robust job architecture. This framework must clearly explain the logic behind pay decisions, ensuring that transparency provides clarity rather than confusion when employees compare compensation.

Businesses should also prioritise internal equity audits to resolve any unjustified pay gaps before they lead to friction. Ultimately, the success of this transition depends on communication; managers must be trained to lead data-driven, honest conversations about pay to ensure transparency becomes a foundation for trust and a stronger employer brand.

“While full transparency on pay is still some way off in Hong Kong, expectations are clearly evolving,” Mullally said. “Organisations do not need to replicate other markets overnight but taking steps towards clearer and more consistent communication around pay will become increasingly important in staying competitive.”
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About Robert Walters – Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Hong Kong office specialises in placing high-calibre professionals on a permanent or contract basis in the following specialities: accounting & finance, construction, property & engineering, financial services, HR & business support, legal & compliance, sales & marketing, supply chain, logistics & procurement, and tech & transformation.

About the Robert Walters Pay Transparency E-guide

With landmark legislation going live in Europe this June and conversations around salary openness gaining momentum worldwide, the era of “confidential” compensation is rapidly coming to an end. In its place is a new corporate landscape defined by transparency, clarity, and open dialogue around pay. This comprehensive e-guide explores the practical realities of this global shift, defining what pay transparency actually looks like in practice and examining why open compensation structures matter now more than ever in the modern workplace.

The guide also provides deep insights into how employee and job applicant expectations are shifting on a global scale, highlighting the direct link between pay transparency and a company’s Employee Value Proposition (EVP). Ultimately, it offers actionable, strategic advice for businesses and hiring managers on how to successfully navigate the cultural and structural transitions within their own organisations.

To download the full Robert Walters Pay Transparency E-guide, please contact us or visit: https://www.robertwalters.com.hk/insights/hiring-advice/e-guide/global-pay-transparency.html

The summit signaled a clear “cross‑border restructuring.” With computing power collaboration entering a new phase, AI competition is expanding from single‑model parameters to industrial scenarios like math, life sciences, financial risk control, and complex macro decisions. Chow Kit Hui argues that extensive competition based on capital and model scale is shifting to refined competition—the future AI ecosystem hinges on integrating technology, data, and scenarios.

At the summit, Chow Kit Hui and NVIDIA launched a new strategic collaboration on algorithm optimization, AI training architecture, vertical data assets, and decision‑model integration, aiming to boost computing efficiency and drive deployment of industry‑level AI agents and autonomous reasoning in complex scenarios.

Chow Kit Hui unveiled his strategically positioned AI fund, AlgoVision AI Growth Partners Foundation. Driven by computing power, capital, and application scenarios, it backs upstream tech breakthroughs and high-value downstream applications, bridging AI research with industrial use. From academic discourse to computing coordination, the summit revealed a new competitive landscape: core advantage now lies in integrating technology, data, scenarios, capital, and resources—not the capability of a single model. With data-driven rationality and risk control, Chow injected lasting long-termism into global AI deployment.

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About KitHui Growth Financial Academy

Kit Hui Growth Financial Academy was founded by Chow Kit Hui. Chow Kit Hui has long focused on global asset allocation, corporate mergers and acquisitions, private equity, derivatives, risk management, macroeconomic research, and financial valuation modeling. The academy does not center on short-term market predictions or teaching investment “tricks.” Instead, it helps learners establish a rational, long-term, and structured path to financial understanding. The academy emphasizes structured comprehension of market mechanisms, risk-prioritized decision-making, and independent judgment.

Official website: https://www.kithuiacademy.com/

Asia’s first Design & Innovation Festival announces its venue and key speakers — where Japanese design expertise meets the cultural diversity of Asia

BANGKOK, THAILAND – Media OutReach Newswire – 27 May 2026 – On Friday, June 26, 2026, SYNC Design & Innovation in SITE 2026 will be held at Siam Paragon, Bangkok — a large-scale forum dedicated to the convergence of design and business. Organized by Nikkei Business Publications, Inc. (Nikkei BP) and co-organized by FOURDIGIT Inc. and the National Innovation Agency (NIA) of Thailand, the event announces its venue and principal speaker lineup.

Hashtag: #FOURDIGIT

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Code4Mzansi highlights the growing strength of South Africa’s developer ecosystem and the role of youth-led innovation in shaping the country’s digital future

JOHANNESBURG, SOUTH AFRICA – Media OutReach Newswire – 26 May 2026 – South Africa’s emerging developers are building close to the ground, with many of the strongest solutions at the inaugural Huawei Code4Mzansi finals focused on systems people use every day: township retail, healthcare, energy, agriculture, payments and the creative economy.

The competition was held in partnership with the Department of Small Business Development. “The Code4Mzansi competition is not just a celebration of achievement, it is a launchpad for the future,” said Minister Stella Ndabeni, whose department co-hosted the event and delivered the closing address.

The finals revealed a clear shift from building abstract digital products to practical tools that help small businesses trade better, communities access services more easily, and local industries solve problems faster.

Four finalist teams focused directly on the township economy, with solutions covering food safety verification for spaza shops, offline point-of-sale systems built for load-shedding, WhatsApp-native marketplaces for informal retailers, and community credit systems for SASSA grant recipients.

Others addressed AI-driven healthcare access, electricity theft detection, smart agriculture, financial infrastructure for the creator economy, and AI-generated African music.

Held at Huawei Office Park in Woodmead, the finals brought together more than 100 attendees, including government representatives, academic partners, industry leaders and media.

“The quality of the finalist solutions demonstrated the potential of local innovation to respond to real market needs,” said Steven Chen, Cloud CEO of Huawei Technologies South Africa.

Academic partners included the University of Pretoria, the University of Johannesburg, the University of the Witwatersrand and the University of Cape Town.

“Small businesses are the backbone of our economy, and technology is their greatest accelerator. The participants here today are future entrepreneurs who will drive South Africa’s digital economy forward,” said Professor Thokozani Shongwe, Vice Dean of Postgraduate Studies, Research and Internationalisation at the University of Johannesburg’s Faculty of Engineering and the Built Environment.

Industry partner rain also attended. Leon Nortje, Principal and Senior Architect at rain, said the competition offered a strong view of the country’s emerging technology pipeline.

“It is always good to see new projects and new teams working on solutions that are valuable and industry-related. We will be looking out for potential new employees,” said Nortje.

The winners

The finalists competed for a prize pool of R800,000. MAAT by SIMVAK was named the overall grand winner and received the Business Value Award, taking home R300,000. The platform addresses food safety and regulatory compliance in South Africa’s informal retail sector through AI agents, real-time product recall alerts, and counterfeit detection for the spaza shop ecosystem.

“The spaza network is the supply chain for most South African households,” said SIMVAK founder Shingirayi Mandebvu.

HealthHive by FTCK received second prize in the Business Value Award category, taking home R200,000, for its AI telemedicine platform that matches patients with the right medical practitioners based on their symptoms.

Auraa received the Grand Innovation Award for its AI music engine built to generate authentic African sound. The platform has been associated with an album that has crossed one million streams.

The Future Star Award went to e-Khadi, a community credit and stokvel platform giving SASSA grant recipients access to essentials at their local spaza shops, supported by AI-assisted credit scoring and fraud detection.

The People’s Choice Award, voted by the public on Huawei’s social media channels, went to DevRift, a semi-finalist in the competition, who took home R100,000.

Minister Ndabeni delivered the closing address, positioning Code4Mzansi within the government’s agenda for youth entrepreneurship, small business development and digital inclusion.

“Our task is to ensure that innovation does not remain a moment of applause, but becomes a pathway to enterprise creation, digital inclusion, and sustainable growth,” she said.

“Thank you to Huawei for being a perfect partner on the journey that we are travelling, and of course, those that matter most, the developers who dared to compete,” she said.

Code4Mzansi forms part of the global Huawei Cloud Developer Competition. In its inaugural edition, South Africa attracted more participants than any other country: 1,041 across 353 teams, including 176 enterprise teams, resulting in the highest enterprise participation rate among all competing markets. Twenty semi-finalists were selected before the top nine advanced to the final.

For the finalists, the work is just beginning. As Minister Ndabeni said, “Go home today proud. But tomorrow, wake up, build again.”

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About Huawei

Founded in 1987, Huawei is a leading global provider of information and communications technology (ICT) infrastructure and smart devices. With 213,000 employees operating in over 170 countries, we serve more than three billion people worldwide.

Huawei is committed to bringing digital to every person, home, and organisation for a fully connected, intelligent world. In 2025, Huawei generated CNY880.9 billion in revenue, reinvesting 21.8% (CNY192.3 billion) into R&D, with about 53.7% of its employees working in R&D. As a private company fully owned by its employees, Huawei focuses on customer-centric innovation and open collaboration to create lasting value and drive technological breakthroughs globally.

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Global enterprise AI expenditure is expected to reach about $940 billion in 2026 and climb to roughly $2.1 trillion by 2029, reflecting a shift from experimental deployments to large-scale use across manufacturing, finance, logistics, health care, energy and public services. China is emerging as one of the fastest-expanding markets within that cycle, helped by heavy infrastructure spending, state-backed industrial policy and a corporate race to build domestic alternatives to foreign chips, models and cloud platforms.

The acceleration is no longer confined to model development. China’s AI buildout is moving across the full technology stack, from data centres and accelerators to enterprise software, robotics and agentic systems capable of handling complex workflow tasks. The first phase of the investment wave was dominated by computing power, foundational models and large infrastructure projects. The next phase is being shaped by applied AI, intelligent services and automation across production lines, offices and consumer platforms.

That transition is putting pressure on global rivals. US technology groups still lead in advanced chips, frontier models and hyperscale cloud capacity, but China’s market has advantages in deployment speed, manufacturing depth and policy coordination. Companies including Alibaba, Tencent, Baidu, Huawei and ByteDance are expanding AI services while also trying to reduce dependence on restricted US semiconductor supplies. Alibaba has unveiled a new AI chip through its T-Head unit and is directing tens of billions of dollars into cloud and AI infrastructure over several years. Huawei’s Ascend processors have become central to China’s domestic accelerator strategy as export controls limit access to top-tier Nvidia products.

Infrastructure remains the foundation of the race. Worldwide AI infrastructure spending is on course to exceed $1 trillion by 2029, with accelerated servers accounting for the overwhelming share. China remains the second-largest AI infrastructure market after the US, even though export restrictions have created supply constraints for high-end accelerators. Those restrictions have encouraged domestic chip design, local server ecosystems and more efficient deployment models for inference, where many commercial AI applications run after models have been trained.

China’s data centre expansion is also moving into more specialised formats. AI workloads demand dense computing power, stable electricity supply and advanced cooling, all of which are raising costs and straining grids. Projects near Shanghai and other technology hubs are testing alternative energy and cooling systems, including offshore and renewable-powered facilities. These efforts reflect a broader attempt to manage the energy burden of AI while supporting national ambitions in cloud services, industrial software and smart manufacturing.

Robotics is becoming a central pillar of the spending wave. China already has the world’s largest industrial robot base and is pushing into embodied intelligence, where AI systems are integrated into machines that operate in factories, warehouses, homes and public spaces. Forecasts for China’s robotics market point to rapid expansion over the next five years, with demand coming from electric vehicles, electronics, logistics and elder care. The combination of AI models, sensors, batteries and manufacturing scale gives domestic firms a route to compete internationally beyond software alone.

Policy support is reinforcing corporate investment. Beijing’s “AI Plus” strategy, issued in 2025, aims to embed artificial intelligence across the economy by expanding access to data, compute and talent while promoting open-source ecosystems and industrial adoption. Local governments have added funding programmes, innovation parks and procurement support, creating competition among cities such as Beijing, Shanghai, Shenzhen and Hangzhou. That model can accelerate deployment, though it also raises the risk of duplicated capacity, uneven standards and projects driven more by subsidy incentives than commercial demand.

The competitive picture remains mixed. China leads in AI publication volume, citations, patent output and industrial robot installations, while the US continues to produce more frontier models and higher-impact patents. The performance gap between leading US and Chinese models has narrowed, aided by open-source releases and engineering efficiency from Chinese labs. DeepSeek’s breakthrough earlier in the cycle demonstrated that capable systems could be produced with fewer resources than previously assumed, intensifying debate over whether raw spending alone will determine leadership.

By Nitya Chakraborty With the U.S. President Donald Trump himself downgrading the status of the four nation Quadrilateral Security Dialogue (QUAD), why is Indian government spending so much of its precious time on QUAD meetings? It is sheer wastage of time for the Prime Minister Narendra Modi as also Foreign Minister Dr. S Jaishankar. US […]

The article Trump Has Downgraded Status Of QUAD-India Should Not Waste Time On It appeared first on Latest India news, analysis and reports on Newspack by India Press Agency).

Congratulating Dr Lai on her achievement, John Lee, Chief Executive of the Hong Kong Special Administrative Region (HKSAR), said that the HKSAR can “transform from a ‘supporter’ of the country’s great aerospace endeavours into an ‘executor’ “.

“This not only demonstrates the HKSAR’s capability in contributing to the country’s development into an aerospace power, but also showcases how Hong Kong could better integrate into and serve the overall national development,” Mr Lee said.

“This mission is of great significance, as it is not only the first manned spaceflight mission during the 15th Five-Year Plan period, but also the first time for a payload expert from the HKSAR to participate in it.”

The Shenzhou-23 crew will conduct on-orbit rotation with the Shenzhou-21 crew. The crew, including Dr Lai, will stay in the space station and conduct multiple experiments and applications in various fields such as scientific applications.

The Secretary for Innovation, Technology and Industry of the HKSAR Government, Professor Sun Dong, led a delegation to the Jiuquan Satellite Launch Center to witness this historic moment. Members of the delegation included other government representatives, I&T experts, youths and students.

“I truly believe this is a great demonstration of Hong Kong integrating into and serving the overall national development through concrete actions, while contributing our strength in I&T,” Professor Sun said.

” ‘Science and technology is primary productive force, talent is primary resource, and innovation is primary driver of growth.’ The HKSAR Government will continue to drive the development of I&T, accelerate the establishment of an international I&T centre, and make greater contributions to building our nation into a strong power in science, technology, and aerospace.”

Commissioner for Innovation and Technology of the HKSAR Government, Mr Ivan Lee, said that the Government had been providing funding support for universities and research institutions in conducting aerospace technology-related projects through the Innovation and Technology Fund.

“In 2024, we launched a special call for funding applications, inviting universities to submit project proposals related to aerospace technology. Following a selection process, we supported six projects. Among them was the Multi‑Spectral Imaging Carbon Observatory (MUSICO) developed by a team from the Hong Kong University of Science and Technology,” he said.

On the Tiangong Space Station, Dr Lai will conduct experiments including operating the MUSICO — the world’s first lightweight, high-resolution synergistic observatory for carbon dioxide and methane emission point sources.

Born and raised in Hong Kong, Dr Lai is a Superintendent of the Hong Kong Police Force. In the recruitment exercise of China’s fourth batch of preparatory astronauts launched in 2022, she was successfully selected as a payload expert and was deployed to the China Astronaut Research and Training Center for training.

Before embarking on the historic spaceflight, Dr Lai expressed hope that it would inspire more Hong Kong youths to devote themselves to the field of I&T, thereby contributing to the country’s scientific and technological self-reliance and strength.

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