It's far more complex and simple than that in our case. The starting point is that 50% of revenue is allocated to "costs": overheads, base salaries, commissions and the bonus pool.
How people decide to split that up between themselves is up to them, through a process that itself is open and semi-democratic (getting more so with each round of changes).
If anything, I would say that seeing transparency as a weapon of management is really misguided. A manager could always lie and claim that Jim only took a 2% raise this year. With transparency, they can only say that if that is in fact the verifiable truth.
This is an insanely one sided arrangement, that can easily be leverage to keep employees in line. "Don't you see that Jim only took a 2% raise this year, do you really think you deserve more than Jim? He has four kids!"