Not surprisingly, many firms want to keep salary information private. They hope to retain the upper hand on salary negotiation and hope to keep flawed or even discriminatory compensation systems under wraps.
不出意料的是,许多企业都想将工资信息保密。他们希望在商谈薪资时保持优势地位,并希望隐匿存在着缺陷甚至是带有歧视的薪酬体系。
But for workers, information is power, and young people recognize this. 'People are much more willing to talk about pay than they were even 10 years ago,' says Kevin Hallock, director of the Institute for Compensation Studies at Cornell University and author of the 2017 book 'Pay: Why People Earn What They Earn and What You Can Do Now to Make More.'
然而,对于员工而言,信息就是力量,年轻人也意识到了这一点。康奈尔大学(Cornell University)薪酬研究所(Institute for Compensation Studies)主任凯文•哈洛克(Kevin Hallock)称:“大家比10年前还要更愿意谈论工资。”哈洛克也是2017年出版的《关于工资的二三事:如何提高你的工资收入》(Pay: Why People Earn What They Earn and What You Can Do Now to Make More)一书的作者。
Still, revealing pay can be risky business.
尽管如此,透露工资也可能是颇具风险的举动。
Pay differentials, when they become public, can engender resentment, envy and dissatisfaction among workers. One 2017 study by researchers at University of California, Berkeley and Princeton University examined more than 6,400 University of California employees once they became aware of a database listing staffers' salaries. Employees who were paid below the median were unhappy once they learned their colleagues' pay and were more likely to look for other jobs.
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