富强 平等_平等支付。 透明支付。 利润。

富强 平等

by Steven McClurg

史蒂文·麦克卢格(Steven McClurg)

平等支付。 透明支付。 利润。 (Pay Equally. Pay Transparently. Profit.)

This is my story of moving from a company with secretive pay to implementing fully transparent and equal pay at my current company.Your company can do it too.

这是我从一家拥有秘密工资的公司转变为在我目前的公司实施完全透明且同等工资的故事。 您的公司也可以做到。

Before I became President of Crowdfunder, I worked at firms where pay was secretive and employees were controlled by their salary and bonuses. I always thought there was a more effective way of running a company, so when I had the opportunity, I tried an experiment where pay would be transparent to all employees in the organization.

在我成为Crowdfunder总裁之前，我曾在工资保密的公司工作，而员工受工资和奖金控制。 我一直以为有一种更有效的公司运营方式，因此，当我有机会时，我尝试了一个实验，该实验对公司中的所有员工透明。

Rather than a top down approach of holding people hostage to annual bonuses and raises, it would be more of a peer to peer relationship. The idea that if two people knew what each other were making, they would understand which attibutes make employees more valuable in a company. First, we performed an analysis of current employee salaries and salaries of the broader market. Second,we assigned a salary for each title and position, so that when someone gets a promotion they know exactly what their salary will be. Also, when one person gets promoted it’s equitable to others who perform the same level of work. Creating equitable salaries is easy to do, as there are plenty of websites that track the median salary for a wide range of positions, and organize it by location, experience level, industry and company size. If you can see this information, so can your employees, so it makes sense to be on par with the median salary ranges comparable to other companies similar to yours.

与其以自上而下的方法将人质扣为年度奖金和加薪，不如说是点对点的关系。 如果两个人知道彼此在做什么，他们就会知道哪种服装使员工在公司中更有价值。 首先，我们对当前员工的薪水和整个市场的薪水进行了分析。 其次，我们为每个头衔和职位分配薪水 ，这样当某人获得晋升时，他们便确切知道他们的薪水是多少。 同样，当一个人被晋升时，这对从事相同水平工作的其他人是平等的。 创造公平的薪水很容易，因为有很多网站可以跟踪各种职位的薪水中位数，并按地点，经验水平，行业和公司规模来组织。 如果您可以看到此信息， 那么您的员工也可以看到， 因此与与您类似的其他公司可比的中位数工资范围保持一致是很有意义的。

为什么同工同酬？ (Why Equal Pay?)

The equal pay idea came to me when a friend of mine, a former Major League Baseball player, was out raising capital for a business he was starting. He had a great idea but had a difficult time raising capital. I soon learned that his situation was not unique. Women and ethnic minorities typically have a more difficult time raising capital. This is one of the reasons I was passionate about online crowdfunding platforms.

我的一个朋友曾是美国职棒大联盟的一名球员，当时正在筹集资金以开展自己的生意，当时我想到了同等报酬的想法。 他的想法很棒，但筹集资金的时间却很困难。 我很快得知他的情况并不独特。 妇女和少数民族通常很难筹集资金。 这就是我对在线众筹平台充满热情的原因之一。

I believe the future of early-stage company funding is equity crowdfunding. On these platforms, it doesn’t matter who the founder is, what gender they are or what race they are. People invest in ideas and products through a medium that takes gender and ethnicity out of the equation.

我相信早期公司融资的未来是股权众筹。 在这些平台上，创始人是谁，性别或种族无关紧要。 人们通过一种将性别和种族排除在外的媒介来投资思想和产品。

I became obsessed with understanding how to right this wrong and subsequently, came accross studies showing that women and ethnic minorities also make lower wages. I concluded that pay and equality were also very unfair. I also realized it was bad for business. Part of me, my bleeding heart side, felt I needed to take action to treat people fairly and develop pay equality for the company that I would soon be running. The capitalist in me thought, “why isn’t anybody else doing this?” It makes sense if you do the math.

我迷上了理解如何纠正这种错误的想法，随后进行了多项研究，结果表明妇女和少数民族的工资也较低。 我的结论是， 薪酬和平等也很不公平 。 我也意识到这对企业不利。 我的一部分，我的心脏出血，感到我需要采取行动，公平对待人们，并为即将开业的公司发展薪酬平等。 我中的资本家认为：“ 为什么没有其他人这样做？ ” 如果你做数学，这是有道理的。

为什么现在要采取行动？ (Why take action now?)

If you have a company that is 80% male and 20% female and each male is making $80k and each woman is making $70k, even if it feels like a small gap, it makes a difference. If you just paid everyone $75k, you’re actually saving money. The end result is you have an entire team making an average of $75k instead of $78k. The math works.

如果您拥有一家公司，其男性比例为80％，女性比例为20％，而每个男性的年收入为8万美元，每个女性的年收入为7万美元，那么即使感觉上有一个很小的差距，也会有所不同。 如果您只是向所有人支付了$ 75k，那实际上就是在省钱。 最终结果是，整个团队的平均收入为75,000美元，而不是78,000美元。 数学有效。

Crowdfunder had wage disparity between men and women when I joined. So one of my first projects was to comb through the employee roster and gave certain female employees a raise to be on par with their male counterparts. We didn’t give many of the men raises, because most were being paid, in some cases, beyond their level of performance. We had meetings discussing what everyone’s salary was and how we planned to roll out the process. Everything is very transparent now. The women who got raises have turned out to deliver an even higher level of performance than they were before.

我加入时，Crowdfunder在男女之间存在工资差异。 因此，我的第一个项目之一是梳理员工名单，并给某些女性员工加薪 ，使其与男性同事相当。 我们没有给很多男性加薪，因为在某些情况下，大多数人的薪水超出了他们的表现水平。 我们举行了会议，讨论每个人的薪水是什么，以及我们计划如何实施该程序。 现在一切都非常透明。 事实证明，获得加薪的女性表现出比以前更高的表现。

This is something that every company can do. First assess the wage disparity, and second, level the playing field. By doing this, you save money and make employees feel appreciated. When employees feel appreciated, they work harder.

每个公司都可以做到这一点 。 首先， 评估工资差异 ，其次， 公平竞争 。 这样，您可以节省金钱并使员工感到被赞赏 。 当员工感到赞赏时，他们会更加努力。

大图景 (The Big Picture)

As for the broader issue of gender equality in the Tech industry, I don’t think women are valued to their potential. For example, I met one of our developers at a startup fair. I was pitching our company and she was pitching herself as an employee. I watched her go around talking to startups and not be taken seriously. She was trained, but new to the industry and no one would give her a chance. I believe that if she was a man it would be completely different. He would be a new fresh face, a great opportunity to train and invest in someone new. Instead it was “yeah, it’s really cute she wants to be a programmer.” After hiring her, she has turned into a valuable member of our team and has been doing way more than just development. She’s a potential management level person in the midterm.

至于科技行业中更广泛的性别平等问题， 我认为女性并不重视她们的潜力 。 例如，我在一次创业博览会上遇到了一位开发人员。 我正在推销我们的公司，而她正在推销自己作为雇员。 我看着她四处闲逛，与初创公司交谈，并没有受到重视。 她受过训练，但对这个行业是陌生的，没有人会给她机会。 我相信，如果她是一个男人，那将完全不同。 他将是一张崭新的面Kong，是一个培训和投资新人的绝好机会。 相反，它是“是的，她想成为一名程序员真的很可爱。” 聘用她后，她已成为我们团队中宝贵的一员，不仅在发展方面做得更多。 她是中期的潜在管理人员。

Often, women work harder than men, especially in the 20 something age bracket. I believe they are used to having to work twice as hard to get to the same spot as a man. I’ve found that on average, I would naturally get about 10–15% more out of women employees than men, and once you give them a raise and equal salary, that number changes to about 30% more. It’s excellent for business.

女人通常比男人更努力地工作，尤其是在20岁左右的年龄段。 我相信他们已经习惯了要比男人付出两倍的努力 。 我发现，平均而言，女雇员比男雇员自然多出10-15％ ，一旦给他们加薪和同等的薪水，这个数字就会增加30％左右 。 非常适合商务。

产生影响 (Making An Impact)

At Crowdfunder, we speak to a lot of companies in their early stages. If we can convince some of the other companies to do the same pay transparency and equality policy, we can make a big impact. A future protocol we could hypothetically bring to the table is to make it a requirement for companies on our platform to enforce an equal pay policy. Maybe some companies will leave, but I believe we will have more companies coming on the platform that will want this for their company.

在Crowdfunder ，我们与许多处于早期阶段的公司进行交流。 如果我们可以说服其他公司采取同样的薪酬透明度和平等政策，那么我们将产生巨大的影响。 我们可以假设地提出一个未来的协议，那就是要求平台上的公司强制执行同工同酬政策 。 也许有些公司会离开，但我相信我们将会有更多的公司加入这个平台，希望他们的公司这样做。

While I was at my previous company, they came up with a standard vacation policy. We had many employees and they all had different policies based on their negotiation. They came up with a standard number of vacation days for each ranking, and implemented it throughout the company. Some people gained vacation days, and some people lost vacation days. If a company of over 2000 people can create a standard vacation policy that affects all employees, why can’t large companies do the same for pay?

在我以前的公司任职期间，他们提出了一项标准的假期政策。 我们有很多员工，根据他们的谈判他们都有不同的政策。 他们为每个排名提出标准的休假天数，并在整个公司中实施。 有些人休假，有些人休假。 如果一家拥有2000名员工的公司可以制定一个影响所有员工的标准休假政策， 那么大公司为什么不能做同样的薪水呢？

The Tech industry is in a unique position to make a powerful change in pay equality and transparency. We should all be working to make this a reality. From a business standpoint, you save money. From an ethical standpoint, it’s human decency. When it comes down to it, it’s not hard to do.

科技行业处于独特地位 ，可以在薪酬平等和透明度方面做出重大改变。 我们大家都应为实现这一目标而努力。 从业务的角度来看， 您可以省钱 。 从伦理的角度来看，这是人的尊严 。 归根结底，我不难做。

Do the right thing.

做正确的事。

翻译自: https://www.freecodecamp.org/news/pay-equality-and-pay-transparency-make-good-business-sense-7c6cb819421c/

富强 平等