Salary differences between male and female superintendents start at the beginning of their careers and continue throughout employment (Biasi & Sarsons, 2022; Blau & Kahn, 2017). This practice draws attention to the lack of gender equity, as evidenced by the unequal distribution of power, wealth, and benefits between males and females employed in this profession (Parmer, 2021). Salary negotiations provide an opportunity to improve resources, tasks, and monetary compensation (S?ve-S?derbergh, 2019). While men readily self-promote and negotiate, women are less likely to engage in these practices (Northouse, 2019). Literature suggests five topics attributable to women's performance during negotiations: gender differences, beliefs, relationships, norms and stereotypes, and other reasons (Kugler et al., 2018; Odell, 2020; Reif et al., 2019; Reyes et al., 2021; Seligman et al., 2018; Stevens & Whelan, 2019). Addressing strategies associated with gender differences and their impact on negotiations is beyond the scope of this brief. However, it is appropriate to examine salary transparency as a potential solution to the issue of pay disparity. Nebraska's Superintendent Pay Transparency Act (NSPTA) establishes stipulations and expectations regarding the publication of superintendent contracts (Gessford, 2014), providing visibility into compensation practices for the profession. Other Midwest states do not have such a robust policy.