Once you scroll past the requirements for 3 to 5 years of experience or proficiency in Excel, you might see an actual salary range for the job.

當您跳過 3 至 5 年工作經驗或精通 Excel 的要求後，您可能會看到該職位的實際薪資範圍。

That's right!

這就對了！

Thanks to a wave of pay transparency laws sweeping state legislatures, more states are requiring employers to disclose salary ranges to would-be workers.

得益於席捲各州立法機構的薪酬透明法浪潮，越來越多的州開始要求僱主向潛在員工披露薪酬範圍。

Which could be great for you!

這對你來說可能是件好事！

I mean, who wants to go through the process of optimizing a cover letter for AI screening tools, taking a written skills test, and acing three rounds of interviews, only to find out that the pay isn't remotely what you expected?

我的意思是，誰會願意為人工智能篩選工具優化求職信，參加書面技能測試，通過三輪面試，卻發現薪酬與自己的預期相差甚遠？

But does writing a salary range into a job description impact how much you actually take home?

但是，在職位描述中寫入薪資範圍是否會影響你的實際收入？

In 2021, Colorado became the first state to enact a law requiring employers to disclose compensation in all job postings and notices, both internal and public.

2021 年，科羅拉多州成為第一個頒佈法律要求僱主在所有內部和公開的招聘資訊和通知中披露薪酬的州。

Meaning every role posted to an online job board or even circulated among existing employees had to include a realistic salary range.

這意味著，在網上招聘欄發佈的每個職位，甚至在現有員工中傳播的每個職位，都必須包括一個切合實際的薪資範圍。

The goal of this law was to prevent pay discrimination by forcing employers to decide how much a particular role was worth before they knew who they would hire.

這項法律的目的是防止薪酬歧視，因為它迫使僱主在知道要僱用誰之前就決定某個職位的價值。

At first, employers balked.

起初，僱主們不同意。

Colorado's law took effect at a time when many companies were newly open to recruiting remote talent.

科羅拉多州的法律生效之時，正是許多公司剛剛對招聘遠程人才持開放態度之時。

But some employers advertised roles that were eligible to be performed anywhere in the country — except Colorado — to avoid having to include salary information.

但有些僱主在招聘廣告中宣傳的職位可以在全國任何地方（科羅拉多州除外）工作，以避免包含薪資資訊。

That loophole didn't last long, though.

不過，這個漏洞並沒有持續多久。

Over the next four years, 13 more states and Washington, D.C. have followed suit passing their own pay transparency laws.

在接下來的四年裡，又有 13 個州和華盛頓特區效仿通過了各自的薪酬透明法。

After laws take effect in New Jersey, Illinois, Vermont, Massachusetts, and Minnesota in 2025,

之後，新澤西州、伊利諾伊州、佛蒙特州、馬薩諸塞州和明尼蘇達州的法律將於 2025 年生效、

Payscale estimates that one in three workers in the U.S. will be covered by transparency laws.

據 Payscale 估計，美國每三名工人中就有一人將受到透明度法律的保護。

So what changes can workers expect to see when these laws take effect?

那麼，當這些法律生效後，工人們可以期待看到哪些變化呢？

For one, salary could become less tied to an individual's negotiating power.

首先，工資與個人談判能力的關係可能會減少。

The recruitment process can feel like a game of chicken, where both the applicant and the employer want the other person to say a number first.

在招聘過程中，求職者和僱主都希望對方先說出一個數字。

But when employers have to disclose a pay range, it can protect applicants from asking for a number that's way too low, which can stunt their earning power over the course of their entire career.

但是，如果僱主必須公佈薪酬範圍，就可以保護求職者，避免他們要求的薪酬過低，從而影響他們整個職業生涯的收入能力。

Negotiation can also backfire for women and people of color, who are less likely to receive pay raises even when they ask for them.

對於女性和有色人種來說，談判也可能適得其反，即使她們提出加薪要求，也不太可能獲得加薪。

The National Women's Law Center identifies wage transparency as a tool to close the gender wage gap, because it makes negotiation a much smaller part of determining salaries, and it keeps employers accountable.

全國婦女法律中心認為，工資透明是縮小男女工資差距的一個工具，因為它使談判在決定工資中所佔的比重大大降低，並使僱主負起責任。

After all, it's not just applicants who can see the pay ranges for posted positions.

畢竟，不只是申請人可以看到發佈職位的薪酬範圍。

Current employees can also compare what they make to the salary bans on advertised roles and use that information next time they ask for a raise.

在職員工還可以將自己的收入與招聘職位的薪資禁令進行比較，並在下次要求加薪時使用這些資訊。

On the downside, if you were a stellar negotiator before transparency laws, that talent might not get you so far now.

不利的一面是，如果你在實施透明度法之前是一名出色的談判專家，那麼現在你的才能可能不會讓你走得太遠。

A 2022 analysis of Chinese companies found that transparency can compress wages toward the median.

2022 年對中國企業進行的一項分析發現，透明度可將工資壓縮至中位數。

That could be good if you were getting underpaid, but not so fun if you're usually on the higher end of the pay ranges.

如果你的工資過低，這可能是件好事，但如果你的工資通常較高，那就沒那麼有趣了。

These researchers noted that employers might be hesitant to court superstar applicants with exceptional pay for fear that other employees will expect to get bumped up to their pay level.

這些研究人員指出，僱主可能會因為擔心其他員工會期望提升他們的薪資水準，而對那些薪資優厚的超級明星求職者望而卻步。

So, pay transparency could be a step in the right direction for some workers seeking fairer pay, but how does this all shake out for employers?

是以，對於一些尋求更公平薪酬的工人來說，薪酬透明化可能是朝著正確方向邁出的一步，但對於僱主來說，這一切又會如何呢？

Well, they could definitely experience some growing pains as they shift to more transparent pay.

那麼，在向更透明的薪酬轉變的過程中，他們肯定會經歷一些成長的煩惱。

It takes a lot of effort on the front end to evaluate compensation practices and set salary bans that are based on something more objective than how much the applicant sitting in front of you is asking for.

評估薪酬慣例和設定薪酬禁令需要在前端花費大量精力，而這些評估和禁令所依據的東西要比坐在你面前的應聘者要求的薪酬更客觀。

And if that evaluation reveals that there are wage gaps within your company, that's a quick way to tank morale.

如果評估發現公司內部存在工資差距，這將會迅速打擊士氣。

But on the upside, transparency can help attract new talent.

但從好的方面看，透明度有助於吸引新的人才。

The job posting site Indeed reports that companies that include a pay range in listings received three times more applications than those that didn't include pay information.

招聘網站 Indeed 的報告顯示，在招聘資訊中包含薪酬範圍的公司收到的申請比不包含薪酬資訊的公司多三倍。

And if you don't live in a state where your employer is required to be transparent about pay, that doesn't mean that you can't be.

如果您所居住的州沒有要求您的僱主在薪酬方面保持透明，但這並不意味著您不能保持透明。

As we discussed in our episode about unions, most private sector employees in the U.S.

正如我們在有關工會的一集中所討論的那樣，美國大多數私營部門的僱員都是工會會員。

are protected by the National Labor Relations Act of 1935, which allows workers to take collective action for issues that impact them at work, whether those workers are in a union or not.

1935 年的《全國勞資關係法》允許工人就影響他們工作的問題採取集體行動，無論這些工人是否加入了工會。

And one of those protected actions is discussing pay with your co-workers.

其中一項受保護的行為就是與同事討論薪酬問題。

Private employers covered by the NLRA can't retaliate against employees who discuss their pay, though they might be able to stop you from discussing it on employer-provided communication channels or devices.

受《全國勞資關係法》保護的私人僱主不能對討論薪酬問題的員工進行報復，但他們可能會阻止你在僱主提供的通信管道或設備上討論薪酬問題。

So it may be best to take that conversation outside the company's Slack chat.

是以，最好在公司的 Slack 聊天室之外進行對話。

Having these tough conversations with your co-workers may expose pay disparities.

與同事進行這些艱難的對話可能會暴露薪酬差距。

Maybe you find out you make way less, or way more, than someone with a similar role, or even someone with less experience than you.

也許你會發現自己的收入比擔任類似職務的人，甚至比經驗比你少的人少得多或多得多。

Still, you can use that information to find out what your role is worth and negotiate for a raise, or know what to ask for next time you go on the job hunt.

不過，您還是可以利用這些資訊來了解自己的職位價值，並通過談判爭取加薪，或者知道下次求職時應該提出什麼要求。

Most of these laws haven't been in place long enough for us to know about their long-term effects, but it's likely that a salary range in job postings alone won't be enough to end wage gaps for good.

大多數這些法律實施的時間還不夠長，是以我們無法瞭解其長期效果，但僅靠招聘資訊中的薪資範圍很可能不足以徹底消除工資差距。

That's why Colorado's law only included pay transparency in job postings as one piece of the puzzle.

這就是為什麼科羅拉多州的法律只將招聘資訊中的薪酬透明度作為難題之一。

Their Equal Pay for Equal Work Act also reinforces employees' right to discuss pay without retaliation from their employers, requires employers to keep records of wages and job descriptions, and asks employers to be more transparent about how current employees can advance internally within their companies.

他們的《同工同酬法》還加強了員工討論薪酬問題而不受僱主報復的權利，要求僱主保留工資記錄和職位說明，並要求僱主在現有員工如何在公司內部晉升方面更加透明。

With all these pieces working together, Colorado reports that in the four years since their law took effect, their gender wage gap has closed slightly.

在所有這些因素的共同作用下，科羅拉多州報告稱，在其法律生效後的四年裡，男女工資差距略有縮小。

Women earned an average of 78 cents on the dollar compared to similarly qualified men in 2021.

2021 年，與同等條件的男性相比，女性平均收入為 78 美分。

But by 2024, that number had risen to 85 cents on the dollar.

但到 2024 年，這一數字已升至 85 美分。

The idea is that more transparency at every step of employment could serve to make things fairer for employees, from filling out an application to working your way up the corporate ladder.

我們的想法是，從填寫申請表到在公司的階梯上工作，就業的每一步都要更加透明，這樣對員工來說才會更加公平。

These new pay transparency laws are a first step that can reveal a lot of information about wage disparities.

這些新的薪酬透明度法律是第一步，可以揭示很多有關工資差距的資訊。

But then it's up to lawmakers, employers, and employees to work together to act on it.

但是，接下來就需要立法者、僱主和員工共同努力，付諸行動了。

And that's our two cents.

這就是我們的看法。

Thanks to our patrons for keeping Two Cents financially healthy.

感謝我們的贊助人讓 Two Cents 保持財務健康。

Click the link in the description to become a Two Cents patron.

點擊說明中的鏈接，成為 Two Cents 的贊助人。

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