原文標(biāo)題：
Work and pay
Wealth warning
Pay-transparency laws do not work as advertised
工作和薪酬
財(cái)富警示
《薪酬透明度法》并不像宣傳的那么有效

Which is a pity, as California and Washington have just adopted them
很遺憾，加州和華盛頓剛剛才正式通過該法律

[Paragraph 1]
THE SALARY negotiation has long been one of the trickiest parts of hiring or being hired.
長期以來，薪酬談判一直是雇主與雇員之間最棘手的問題之一。

Ask for too little and you may leave money on the table; ask for too much and you may not be offered the job at all.
薪酬要求太少，你可能就賺不到該賺的錢；要求太多，你可能就會(huì)與工作失之交臂。

In America, this delicate balancing act is becoming less perilous.
在美國，處理這種微妙的平衡關(guān)系也變得越來越容易。

On January 1st California and Washington became the latest states in the country to require employers to include minimum and maximum pay ranges in all job advertisements.
1月1日，加利福尼亞州和華盛頓州成為美國最新要求雇主在所有招聘廣告中寫明最低和最高工資范圍的兩個(gè)州。

Similar laws aimed at levelling the playing field in salary negotiations and reducing gender and racial pay gaps have been passed in Colorado, New York and a handful of cities. In November New York City began enforcing its own law.
科羅拉多州、紐約和少數(shù)幾個(gè)城市也通過了類似的法律，這些法律旨在為薪酬談判創(chuàng)造平等的環(huán)境，減少性別和種族薪酬差距。11月，紐約市的法律開始生效。

Yet despite the popularity of such pay-transparency laws—they now cover roughly a fifth of the American labour force—their effects are still widely misunderstood.
然而，盡管這類薪酬透明度法很受歡迎--現(xiàn)在這類法律覆蓋了1/5左右的美國勞動(dòng)力人口--但其效果卻被人們普遍誤解了。

[Paragraph 2]
Labour advocates champion pay-transparency laws on the grounds that they will narrow pay disparities.

勞工支持者們擁護(hù)《薪酬透明度法》，理由是法律將會(huì)縮小薪酬差距。

But research suggests that this is achieved not by boosting the wages of lower-paid workers but by curbing the wages of higher-paid ones.

但研究表明，縮小薪酬差距不是通過提高低收入工人的薪酬，而是通過抑制高收入工人的薪酬來實(shí)現(xiàn)的。

A forthcoming paper by economists at the University of Toronto and Princeton University estimates that Canadian salary-disclosure laws implemented between 1996 and 2016 narrowed the gender pay gap of university professors by 20-30%. But there is also evidence that they lower salaries, on average.

多倫多大學(xué)和普林斯頓大學(xué)的經(jīng)濟(jì)學(xué)家們即將發(fā)表的一篇論文估計(jì)，加拿大在1996-2016年間實(shí)施的《薪酬披露法》使大學(xué)教授的男女薪酬差距縮小了20-30%。但也有證據(jù)表明，該法律使平均工資降低。

Another paper by professors at INSEAD, UNC Chapel Hill, Cornell and Columbia University found that a Danish pay-transparency law adopted in 2006 shrank the gender pay gap by 13%, but only because it curbed the wages of male employees.

歐洲工商管理學(xué)院、北卡羅來納大學(xué)教堂山分校、康奈爾大學(xué)和哥倫比亞大學(xué)教授們的另一篇論文發(fā)現(xiàn)，丹麥2006年通過的《薪酬透明度法》將男女薪酬差距縮小了13%，但這僅僅是因?yàn)樗种屏四行詥T工的工資。

Studies of Britain’s gender-pay-gap law, which was implemented in 2018, have reached similar conclusions.
英國在2018年實(shí)施了《男女薪酬差距法》，對其進(jìn)行的相關(guān)研究也得出了類似的結(jié)論。

[Paragraph 3]
Another misconception about pay-transparency laws is that they strengthen the bargaining power of workers.

人們對《薪酬透明度法》的另一個(gè)誤解是，該法律加強(qiáng)了員工的議價(jià)能力。

A recent paper by Zoe Cullen of Harvard Business School and Bobby Pakzad-Hurson of Brown University analysed the effects of 13 state laws passed between 2004 and 2016 that were designed to protect the right of workers to ask about the salaries of their co-workers.

哈佛商學(xué)院的佐伊·卡倫和布朗大學(xué)的鮑比·帕克扎德·赫爾森最近發(fā)表了一篇論文，分析了2004-2016年間通過的13個(gè)州法律的影響，這些法律旨在保護(hù)工人詢問同事工資的權(quán)利。

The authors found that the laws were associated with a 2% drop in wages, an outcome which the authors attribute to reduced bargaining power.

作者發(fā)現(xiàn)，這些法律與工資下降2%有關(guān)，作者將這一結(jié)果歸因于議價(jià)能力的下降。

“Although the idea of pay transparency is to give workers the ability to renegotiate away pay discrepancies, it actually shifts the bargaining power from the workers to the employer,” says Mr Pakzad-Hurson. “So wages are more equal,” explains Ms Cullen, “but they’re also lower.”
帕克扎德·赫爾森說：“雖然《薪酬透明度法》的初衷是讓雇員有能力在重新談判時(shí)去除薪酬差異，但實(shí)際上它將雇員的議價(jià)權(quán)轉(zhuǎn)移給了雇主?！笨▊惻拷忉尩溃骸八怨べY更平等，但也更低?！?br>
[Paragraph 4]
Perhaps the biggest misunderstanding about pay-transparency laws is that they are hard to evade.

也許人們對《薪酬透明度法》最大的誤解是，企業(yè)很難逃避法律的責(zé)任。

In New York City, for example, the law applies to nearly every employer—only those with fewer than four employees are exempt. Companies that violate the law can face fines of up to $250,000.

例如，在紐約市，這項(xiàng)法律幾乎適用于所有老板--只有員工數(shù)少于4人的老板除外。違反法律的公司可能面臨最高25萬美元的罰款。

But data provided to The Economist by Revelio Labs, a workforce intelligence firm, show that just 58% of New York City-based job advertisements published in November and December, the first two months the law was in force, included pay ranges.

但勞動(dòng)力智能公司Revelio Labs向本報(bào)提供的數(shù)據(jù)顯示，在法律生效的前兩個(gè)月，即11月和12月，只有58%的紐約市招聘廣告含有薪酬范圍。

Some sectors were more law-abiding than others. In information and transport the compliance rate was nearly three-quarters; in the utilities, manufacturing and retail sectors it was under half.
一些行業(yè)比其他行業(yè)更守法。信息業(yè)和運(yùn)輸業(yè)的遵守率接近3/4；在公用事業(yè)、制造業(yè)和零售業(yè)，這一數(shù)字不足1/2。

[Paragraph 5]
So what is the upside to these new regulations?

那么，這些新規(guī)有什么積極效果？

Ms Cullen of Harvard says that to the extent they inform job applicants about which firms and positions pay more, and which pay less, they may lead to more efficient matching between job-seekers and employers.

哈佛大學(xué)的卡倫女士表示，在某種程度上，求職者知道公司和職位薪酬的高低，法律可能會(huì)使求職者和雇主之間的匹配更有效。

Though anyone who hasn’t worked that out already will be at a disadvantage in any salary negotiation.
但如果你不清楚薪酬范圍，你在任何薪酬談判中都會(huì)處于劣勢。

（恭喜讀完，本篇英語詞匯量621左右）
原文出自：2023年1月7日《The Economist》United States版塊。

精讀筆記來源于：自由英語之路

本文翻譯整理: Irene

本文編輯校對: Irene
僅供個(gè)人英語學(xué)習(xí)交流使用。

【補(bǔ)充資料】（來自于網(wǎng)絡(luò)）
近年來，越來越多的州正在主動(dòng)通過薪酬透明度法律，以確保員工掌握所需的更全面的信息。目前，有幾個(gè)州制定了某種形式的薪酬透明度法律，確切地說是20條；然而，這些法律可以涵蓋廣泛的問題。例如，大多數(shù)薪酬透明度法律都致力于防止薪酬歧視，并為員工提供討論薪酬的能力。然而，近年來，越來越多的州開始頒布和修訂法律，將薪酬披露作為薪酬透明度法律的重要組成部分。十年前，薪酬透明度法在美國幾乎是找不到的。今天，越來越多的州開始為了員工的利益而實(shí)施它們。事實(shí)上，現(xiàn)在至少有十個(gè)州通過了法律，要求雇主披露工資范圍和福利信息。這些新法律賦予員工更多在工作場所尋求公平待遇的權(quán)力。
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【重點(diǎn)句子】（3 個(gè)）
Ask for too little and you may leave money on the table; ask for too much and you may not be offered the job at all.
薪酬要求太少，你可能就賺不到該賺的錢；要求太多，你可能就會(huì)與工作失之交臂。

But research suggests that this is achieved not by boosting the wages of lower-paid workers but by curbing the wages of higher-paid ones.
但研究表明，縮小薪酬差距不是通過提高低收入工人的薪酬，而是通過抑制高收入工人的薪酬來實(shí)現(xiàn)的。

The authors found that the laws were associated with a 2% drop in wages, an outcome which the authors attribute to reduced bargaining power.
作者發(fā)現(xiàn)，這些法律與工資下降2%有關(guān)，作者將這一結(jié)果歸因于議價(jià)能力的下降。