{"id":18206,"date":"2019-03-24T20:45:18","date_gmt":"2019-03-24T17:45:18","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=18206"},"modified":"2019-03-24T20:45:18","modified_gmt":"2019-03-24T17:45:18","slug":"transparency-of-wages","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/transparency-of-wages\/","title":{"rendered":"Sharing Employees\u2019 Salaries with Their Colleagues: Pros and Cons"},"content":{"rendered":"

\"\u00d9\u0086\u00d8\u00aa\u00d9\u008a\u00d8\u00ac\u00d8\u00a9<\/p>\n

Most employees probably don\u2019t know how much their colleagues earn, and they likely don\u2019t know what their counterparts at other companies are paid. This lack of<\/span><\/p>\n

transparency may prevent millions of employees from earning more than they currently do..<\/span><\/span><\/p>\n

There is limited evidence on the effects of pay transparency on middle-class wages, largely because there are few examples of pay transparency practices in<\/span>\u0633\u0648\u0642 \u0627\u0644\u0639\u0645\u0644<\/span>\u00a0<\/span><\/a><\/p>\n

the United States, for example. American experiments with pay transparency have primarily taken two forms: the disclosure of salaries <\/span><\/p>\n

public-sector workers and executives who receive substantial compensation.<\/span><\/p>\n

\n

\n<\/blockquote>\n

In these selected cases, they found that many employees have no idea how their salaries compare. Not knowing what their colleagues earn is part of <\/span><\/p>\n

Private-sector workers have few reliable resources, and public data often lacks enough detail to make a useful comparison, <\/span><\/p>\n

and companies rarely publish pay data and details.<\/span><\/p>\n

Social stigma and workplace policies often prevent employees from even discussing pay\u2014a recent survey found that 41% of employees<\/span><\/p>\n

feel discouraged and embarrassed to discuss pay, and 25% fear being punished as a result of pay discussions.<\/span><\/p>\n

On the other hand, employers often have easy access to valuable compensation data. Salary surveys,<\/span><\/p>\n

\u0625\u0644\u064a\u0647\u0627 \u0623\u064a\u0636\u0627\u064b \u0628\u0640”\u0645\u0633\u0648\u062d\u0627\u062a \u0627\u0644\u062a\u0639\u0648\u064a\u0636”\u060c \u0645\u0646\u062a\u0634\u0631\u0629 \u0639\u0644\u0649 \u0646\u0637\u0627\u0642 \u0648\u0627\u0633\u0639 \u0628\u064a\u0646 \u0623\u0635\u062d\u0627\u0628 \u0627\u0644\u0639\u0645\u0644 – \u062d\u064a\u062b \u064a\u0642\u062f\u0631 \u0623\u062d\u062f \u0627\u0644\u0645\u0635\u0627\u062f\u0631 \u0623\u0646 \u0623\u0643\u062b\u0631 \u0645\u0646 \u0646\u0635\u0641 \u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0641\u064a \u0623\u0645\u0631\u064a\u0643\u0627 <\/span><\/p>\n

America use this service.<\/span><\/p>\n

The data these surveys provide give managers a comprehensive picture of market compensation. These surveys are justified by the desire to \u0634\u0631\u0643\u0627\u062a \u0627\u0644\u062a\u0648\u0638\u064a\u0641 <\/a><\/span><\/p>\n

offer competitive salaries. But the problem lies in the information imbalance between managers and workers. Across a range of different circumstances, <\/span><\/p>\n

economic studies have found that the party with more and better information comes out ahead.<\/span><\/p>\n

\u0643\u0627\u0646 \u0627\u0644\u0645\u0634\u0631\u0639\u0648\u0646 \u064a\u062a\u062d\u0631\u0643\u0648\u0646 \u0628\u0634\u0623\u0646 \u0634\u0641\u0627\u0641\u064a\u0629 \u0627\u0644\u0623\u062c\u0648\u0631. \u0648\u0623\u0642\u0631\u062a \u0639\u062f\u0629 \u0648\u0644\u0627\u064a\u0627\u062a \u0641\u064a \u0623\u0645\u0631\u064a\u0643\u0627 \u0642\u0648\u0627\u0646\u064a\u0646 “\u0645\u0643\u0627\u0641\u062d\u0629 \u0627\u0644\u0627\u0646\u062a\u0642\u0627\u0645” \u0627\u0644\u062a\u064a \u062a\u062d\u0638\u0631 \u0639\u0644\u0649 \u0623\u0635\u062d\u0627\u0628 \u0627\u0644\u0639\u0645\u0644 \u0645\u0639\u0627\u0642\u0628\u0629 \u0627\u0644\u0639\u0645\u0627\u0644 <\/span><\/p>\n

for discussing their pay, and the Obama administration took steps to collect better pay data as a strategy to combat gender and racial discrimination. Lawmakers in<\/span><\/p>\n

\u0627\u0644\u0645\u0634\u0631\u0639\u0648\u0646 \u0641\u064a \u0627\u0644\u0643\u0648\u0646\u063a\u0631\u0633 \u0643\u0644\u0627 \u0645\u0646 \u0647\u0630\u0647 \u0627\u0644\u0627\u0633\u062a\u0631\u0627\u062a\u064a\u062c\u064a\u0627\u062a \u0641\u064a \u0642\u0627\u0646\u0648\u0646 \u0627\u0644\u0625\u0646\u0635\u0627\u0641 \u0641\u064a \u0635\u0631\u0641 \u0627\u0644\u0631\u0648\u0627\u062a\u0628 – \u0648\u0647\u0648 \u0645\u0634\u0631\u0648\u0639 \u0642\u0627\u0646\u0648\u0646 \u0645\u0642\u062a\u0631\u062d \u064a\u0647\u062f\u0641 \u0625\u0644\u0649 \u0633\u062f \u0641\u062c\u0648\u0629 <\/span><\/p>\n

gender pay gap.<\/span><\/p>\n

\u0643\u0645\u0627 \u062a\u0639\u0645\u0644 \u0627\u0644\u062a\u0643\u0646\u0648\u0644\u0648\u062c\u064a\u0627 \u0639\u0644\u0649 \u062a\u062d\u0633\u064a\u0646 \u0627\u0644\u0648\u0635\u0648\u0644 \u0625\u0644\u0649 \u0628\u064a\u0627\u0646\u0627\u062a \u0627\u0644\u0623\u062c\u0648\u0631. \u0641\u0628\u062f\u0623\u062a \u0645\u0648\u0627\u0642\u0639 \u0645\u062b\u0644\u00a0Glassdoor<\/span>\u00a0\u0641\u064a \u0625\u0632\u0627\u0644\u0629 \u0627\u0644\u0648\u0635\u0645\u0629 \u0627\u0644\u0627\u062c\u062a\u0645\u0627\u0639\u064a\u0629 \u062d\u0648\u0644 \u0645\u0646\u0627\u0642\u0634\u0629 \u0627\u0644\u0623\u062c\u0648\u0631.<\/span><\/p>\n

Public data, such as data collected by the Bureau of Labor Statistics, is more accessible thanks to increased internet access, and some companies <\/span><\/p>\n

\u0627\u0644\u062a\u0642\u062f\u0645\u064a\u0629 \u060c \u0645\u062b\u0644\u00a0Buffer<\/span>\u00a0\u060c \u0628\u062c\u0639\u0644 \u0643\u0634\u0648\u0641 \u0645\u0631\u062a\u0628\u0627\u062a\u0647\u0627 \u0634\u0641\u0627\u0641\u0629 \u0628\u0627\u0644\u0643\u0627\u0645\u0644 \u0639\u0646 \u0637\u0631\u064a\u0642 \u0646\u0634\u0631 \u0631\u0627\u062a\u0628 \u0643\u0644 \u0639\u0627\u0645\u0644 \u0639\u0644\u0649 \u0627\u0644\u0625\u0646\u062a\u0631\u0646\u062a.<\/span><\/p>\n

.<\/p>\n

\n

\n<\/blockquote>\n

Can this kind of transparency help?<\/strong><\/span><\/h2>\n

The emerging literature tells a complex story:<\/span><\/p>\n

Wage disclosure can raise pay for low-wage workers. In cases where high salaries face backlash,<\/span><\/p>\n

\u0627\u0644\u0639\u0627\u0644\u064a\u0629 – \u0643\u0645\u0627 \u0647\u0648 \u0627\u0644\u062d\u0627\u0644 \u0645\u0639 \u0627\u0644\u0645\u062f\u064a\u0631\u064a\u0646 \u0627\u0644\u062a\u0646\u0641\u064a\u0630\u064a\u064a\u0646 \u0641\u064a \u0627\u0644\u0645\u062f\u064a\u0646\u0629 – \u064a\u0645\u0643\u0646 \u0623\u0646 \u064a\u0624\u062f\u064a \u0630\u0644\u0643 \u0625\u0644\u0649 \u0636\u063a\u0637 \u0623\u062c\u0648\u0631\u0647\u0645.<\/span><\/p>\n

In a 2010 study of California, where city managers\u2019 salaries were made public, Alexander Mas shows that such disclosure reduced <\/span><\/p>\n

\u0627\u0644\u0631\u0648\u0627\u062a\u0628 \u0627\u0644\u0639\u0627\u0645\u0629\u060c \u062e\u0627\u0635\u0629 \u062a\u0644\u0643 \u0627\u0644\u062a\u064a \u062a\u062c\u0627\u0648\u0632\u062a 200 \u0623\u0644\u0641 \u062f\u0648\u0644\u0627\u0631\u060c \u0648\u0632\u0627\u062f \u0645\u0646 \u0627\u0644\u0627\u0633\u062a\u0642\u0627\u0644\u0627\u062a \u0628\u0634\u0643\u0644 \u062d\u0627\u062f – \u0648\u0647\u064a \u0646\u062a\u0627\u0626\u062c \u064a\u0631\u062c\u0639\u0647\u0627 \u0625\u0644\u0649 \u0631\u062f\u0648\u062f \u0641\u0639\u0644 \u0634\u0639\u0628\u064a\u0629 \u0639\u0646\u064a\u0641\u0629 \u0636\u062f<\/span><\/p>\n

high public-sector salaries.<\/span><\/p>\n

Maas also studied disclosure of executive pay during the Great Depression, finding that executive salaries <\/span><\/p>\n

generally rose as a result of such disclosure. The lowest-paid CEOs in the industry saw their pay increase once they saw how much other executives were earning. <\/span><\/p>\n

\u0627\u0644\u0645\u062f\u064a\u0631\u064a\u0646 \u0627\u0644\u062a\u0646\u0641\u064a\u0630\u064a\u064a\u0646 \u0627\u0644\u0622\u062e\u0631\u064a\u0646.<\/span><\/p>\n

.<\/p>\n

\n

\n<\/blockquote>\n

Pay disclosure can affect more than just wage levels:<\/strong><\/span><\/h2>\n

An empirical study by David Card and co-authors found that relatively low-paid workers reported lower job satisfaction and higher rates of job searching.<\/span><\/p>\n

about work after learning how their pay compares with others.<\/span><\/p>\n

Our view, based on the theory and evidence available to us so far, is that greater transparency will help the average worker, and policymakers can do <\/span><\/p>\n

more to encourage this transparency.<\/span><\/p>\n

We offer some additional strategies for creating a transparent environment around pay:<\/strong><\/span><\/p>\n

.<\/p>\n

\u0623\u0648\u0644\u0627\u064b \u060c<\/strong><\/span>\u00a0\u064a\u062c\u0628 \u0639\u0644\u0649 \u0627\u0644\u062f\u0648\u0644 \u062d\u0645\u0627\u064a\u0629 \u0627\u0644\u0639\u0645\u0627\u0644 \u0627\u0644\u0630\u064a\u0646 \u064a\u0646\u0627\u0642\u0634\u0648\u0646 \u0645\u0633\u062a\u0648\u0649 \u0627\u0644\u0623\u062c\u0648\u0631 \u0641\u064a \u0627\u0644\u0639\u0645\u0644\u061b \u0648\u0644\u0627 \u064a\u0646\u0628\u063a\u064a \u0639\u0644\u0649 \u0623\u064a \u0639\u0627\u0645\u0644 \u0645\u0648\u0627\u062c\u0647\u0629 \u0627\u0644\u0627\u0646\u062a\u0642\u0627\u0645 \u0623\u0648 \u0627\u0644\u0639\u0642\u0627\u0628 \u0628\u0633\u0628\u0628 \u0627\u0644\u062a\u062d\u062f\u062b <\/span><\/p>\n

about pay.<\/span><\/p>\n

.<\/p>\n

\u062b\u0627\u0646\u064a\u064b\u0627 \u060c<\/strong><\/span>\u00a0\u064a\u062c\u0628 \u0639\u0644\u0649 \u0627\u0644\u062f\u0648\u0644 \u062f\u0639\u0645 \u062c\u0647\u0648\u062f \u0644\u062c\u0646\u0627\u0646 \u062a\u0643\u0627\u0641\u0624 \u0641\u0631\u0635 \u0627\u0644\u0639\u0645\u0644 \u0623\u0648 \u0645\u0646 \u0639\u0644\u0649 \u0634\u0627\u0643\u0644\u062a\u0647\u0627\u060c \u0644\u062c\u0645\u0639 \u0648\u0646\u0634\u0631 \u0627\u0644\u0628\u064a\u0627\u0646\u0627\u062a \u062d\u0648\u0644 \u0627\u0644\u0623\u062c\u0648\u0631 \u0628\u0634\u0643\u0644 \u062f\u064a\u0645\u0648\u063a\u0631\u0627\u0641\u064a.<\/span><\/p>\n

.<\/p>\n

\u062b\u0627\u0644\u062b\u064b\u0627 \u060c<\/strong>\u00a0<\/span>Regulators should revise antitrust laws governing the use of compensation surveys to encourage and incentivize managers to share this<\/span><\/p>\n

information with employees. Using compensation surveys is justified for competitive reasons; withholding information from workers is not.<\/span><\/p>\n

.<\/p>\n

\u0631\u0627\u0628\u0639\u0627\u064b \u060c<\/strong><\/span>\u00a0\u0639\u0644\u0649 \u0627\u0644\u062d\u0643\u0648\u0645\u0627\u062a \u0623\u0646 \u062a\u062d\u0638\u0631 \u0639\u0644\u0649 \u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0627\u0644\u0633\u0624\u0644 \u0639\u0646 \u0627\u0644\u0623\u062c\u0631 \u0627\u0644\u0645\u0633\u0628\u0642 \u062e\u0644\u0627\u0644 \u0639\u0645\u0644\u064a\u0629 \u0627\u0644\u062a\u0648\u0638\u064a\u0641\u060c \u0645\u0627 \u0644\u0645 \u062a\u0643\u0646 \u0631\u0627\u063a\u0628\u0629 \u0641\u064a \u062a\u0642\u062f\u064a\u0645 \u0645\u0639\u0644\u0648\u0645\u0627\u062a \u0639\u0646 \u0647\u064a\u0643\u0644 <\/span><\/p>\n

with the new employee. This is a compromise for companies seeking to offer competitive and attractive salaries; the price of this information should be <\/span><\/p>\n

transparency for prospective employees about how their pay will compare with that of their new colleagues.<\/span><\/p>\n

.<\/p>\n

\u062e\u0627\u0645\u0633\u064b\u0627 \u060c<\/strong>\u00a0<\/span>Governments should allocate a small amount of funding to the Department of Labor to study pay transparency. If information helps and provides better <\/span><\/p>\n

ways to raise wages, policymakers will have a new tool in their arsenal to improve employees\u2019 well-being.<\/span><\/p>\n

.<\/p>\n

\n

\n<\/blockquote>\n

Benefits of pay data transparency:<\/strong><\/span><\/h2>\n

Together, these five reforms will help put employees and employers on an equal footing when it comes to information about pay. The ultimate<\/span><\/p>\n

goal is for everyone to negotiate wages with the same information, creating the right conditions for equal opportunity and freedom of choice through transparency.<\/span><\/p>\n

.<\/p>\n

The drawbacks of wage transparency:<\/strong><\/span><\/h2>\n

\u0647\u0646\u0627\u0643 \u0639\u064a\u0648\u0628 \u0645\u062d\u062a\u0645\u0644\u0629 \u0644\u0647\u0630\u0627 \u0627\u0644\u0646\u0647\u062c. \u0639\u0644\u0649 \u0633\u0628\u064a\u0644 \u0627\u0644\u0645\u062b\u0627\u0644 \u060c \u0634\u0639\u0631 \u062a\u0648\u062f \u0632\u0646\u062c\u0631 \u0628\u0627\u0644\u0642\u0644\u0642 \u0641\u064a \u0645\u0642\u0627\u0644\u0629 “\u0647\u0627\u0631\u0641\u0627\u0631\u062f \u0628\u064a\u0632\u0646\u0633 \u0631\u064a\u0641\u064a\u0648” \u0644\u0639\u0627\u0645 2016 \u0645\u0646 \u0623\u0646 \u0634\u0641\u0627\u0641\u064a\u0629 \u0627\u0644\u0623\u062c\u0648\u0627\u0621 <\/span><\/p>\n

could lead to discord in the workplace and harm productivity.<\/span><\/p>\n

Transparency is fair enough, but this workplace disruption is precisely the point of disagreement and concern. It is only natural for employees to react negatively when they<\/span><\/p>\n

are underpaid and realize how much they contribute compared with their higher-paid colleagues.<\/span><\/p>\n

.<\/p>\n

An overview of the idea:<\/strong><\/span><\/h2>\n

Consumers understand the power of comparison shopping. Online shoppers often visit more than one website to compare prices. Looking for the best<\/span><\/p>\n

salary for a job follows exactly the same principle, but the stakes are much higher. However, employees\u2019 right to make an informed choice by having all the information about salary<\/span><\/p>\n

and job responsibilities available to them\u2014and the opportunity to assess the options\u2014is something that should be ensured while taking into account factors that may affect how the organization operates, <\/span><\/p>\n

but companies with a well-designed job structure that set employee salaries professionally will certainly not be affected by pay transparency policies.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

\u0645\u0639\u0638\u0645 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0644\u0627 \u064a\u0639\u0631\u0641\u0648\u0646 \u0639\u0644\u0649 \u0627\u0644\u0623\u0631\u062c\u062d \u062d\u062c\u0645 \u062f\u062e\u0644 \u0632\u0645\u0644\u0627\u0626\u0647\u0645\u060c \u0648\u0645\u0646 \u0627\u0644\u0645\u062d\u062a\u0645\u0644 \u0623\u0646\u0647\u0645 \u0644\u0627 \u064a\u0639\u0631\u0641\u0648\u0646 \u0645\u0642\u062f\u0627\u0631 \u0623\u062c\u0631 \u0646\u0638\u0631\u0627\u0626\u0647\u0645 \u0641\u064a \u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0627\u0644\u0623\u062e\u0631\u0649. \u0647\u0630\u0627 \u0627\u0644\u0646\u0642\u0635 \u0641\u064a \u0627\u0644\u0634\u0641\u0627\u0641\u064a\u0629 \u0642\u062f \u064a\u0645\u0646\u0639 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":18208,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[18439,7105,18441,18440,18159,18438],"class_list":["post-18206","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-18439","tag-7105","tag-18441","tag-18440","tag-18159","tag-18438"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/18206","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=18206"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/18206\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/18208"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=18206"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=18206"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=18206"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}