人力资源管理公司

1

Many companies are tackling the issue of equality in the workplace, which includes addressing racial and gender inequalities. Lauren Hudson shares how one company is leading this effort.

显示译文▼

许多公司正在解决职场平等问题，其中包括解决种族和性别不平等问题。劳伦·哈德森分享了一家公司是如何引领这项变革的。

2

A new survey about pay Equity from Harvard Business Review⁽¹⁾ and UKG⁽²⁾, sheds a light on the challenges companies face when tackling the pay gap.

显示译文▼

《哈佛商业评论》和UKG关于薪酬平等的一项新调查，揭示了企业在解决薪酬差距问题时所面临的挑战。
⁽¹⁾Harvard Business Review，《哈佛商业评论》，简称HBR，致力于给全世界的专业人士提供缜密的管理见解和最好的管理实践，并对他们及其机构产生积极的影响。
⁽²⁾UKG，全称Ultimate Kronos Group，一家总部设在美国的人力资源、工资和劳动力管理公司，2022年UKG曾力助美国女足实现与男足国家队同工同酬。

3

Brian K Reaves chief diversity officer⁽³⁾ at UKG shared the top findings. - Well the study confirmed what UKG believes, and what I personally believe is the topic of pay equity is incredibly complex.

显示译文▼

UKG首席多元化官布莱恩·K·里夫斯分享了主要发现。 - 这项研究证实了UKG的观点，我个人也认为薪酬平等这个话题非常复杂。
⁽³⁾Chief Diversity Officer，首席多元化官(CDO)，是在组织内制定和实施多元化、公平和包容(DEI)计划的高级领导者。首席多元化官与组织中所有部门的经理和员工合作，建立一致的包容性举措。他们还确保公司遵守平等就业、肯定行动和其他规定。

4

That's why at UKG we believe in the the terminology of ecosystem of equity where not only do you need equity of compensation, you must have equity of representation, equity of opportunity and equity of well-being.

显示译文▼

这就是为什么在UKG，我们信仰公平生态系统相关的专门术语，即：你不仅需要公平的薪酬，还必须有公平的代表权、公平的机会和公平的福利。

5

Because without those, you won't be able to deal with some of the systemic issues of pay equity with regards to the study.

显示译文▼

因为如果没有这些，在这项研究中你将无法解决薪酬公平的一些系统性问题。

6

One of the stats that jumped out to me is the fact that 74% of executives consider pay equity a higher moderate strategic priority, but nearly half of them 49% report that they don't have a pay equity plan in place.

显示译文▼

我注意到的一项统计数据是，74%的高管认为薪酬平等是一项较为适度的战略优先事项，但其中近一半的高管(49人)表示，他们没有制定薪酬平等计划。

7

The difference between intention andimplementation is large, but not so large it cannot be overcome.

显示译文▼

意图和执行之间的差异很大，但还不至于大到无法克服。

8

Melissa Thomas-Hunt, a professor at the University of Virginia's Darden and Batten School explains:

显示译文▼

梅丽莎·托马斯-亨特，弗吉尼亚大学的达顿商学院和巴顿学院的教授，她解释道：

9

What we do know is that companies have to broaden the lens that they use to examine pay equity.

显示译文▼

我们所知道的是，公司必须扩大他们用来检查薪酬公平的镜头。

10

They have to look more carefully at historically marginalized groups, the LGBTQIA plus⁽⁴⁾, community individuals who identify with disabilities, the broader array of individuals racial and ethnic identities.

显示译文▼

他们必须更仔细地观察历史上被边缘化的群体、LGBTQIA+、社区残疾人士、以及更广泛的种族和民族身份。
⁽⁴⁾LGBTQIA+ is an abbreviation for Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, Intersex, Asexual, and more. LGBTQIA+是女同性恋、男同性恋、双性恋、变性人、酷儿群体(对自己的性别、性向并没有定论的群体)、双性人、无性恋等的缩写。

11

And oftentimes they don't do this, because either it's really hard to get the data, or they're very small numbers, but we have to push past that.

显示译文▼

但通常他们不会这样做，因为要么数据很难获得，要么数据体量非常小，但我们必须克服这一点。

12

Mr Reaves also says he hopes other businesses use their findings to keep this conversation going.

显示译文▼

(UKG首席多元化官)里夫斯还表示，他希望其他企业利用他们的发现，让这种对话继续下去。

13

Definitely go to www.UKG.com/closethegap where you'll find not only the study, but other educational resources, because it'll take all of us to get pay equity for all.

显示译文▼

一定要访问www.UKG.com/closethegap，在那里你不仅可以找到这项研究，还可以找到其他教育资源，因为我们需要所有人来实现所有人的收入平等。

1

许多公司正在解决职场平等问题，其中包括解决种族和性别不平等问题。劳伦·哈德森分享了一家公司是如何引领这项变革的。

显示原文▼

Many companies are tackling the issue of equality in the workplace, which includes addressing racial and gender inequalities. Lauren Hudson shares how one company is leading this effort.

2

《哈佛商业评论》和UKG关于薪酬平等的一项新调查，揭示了企业在解决薪酬差距问题时所面临的挑战。

显示原文▼

A new survey about pay Equity from Harvard Business Review⁽¹⁾ and UKG⁽²⁾, sheds a light on the challenges companies face when tackling the pay gap.
⁽¹⁾Harvard Business Review，《哈佛商业评论》，简称HBR，致力于给全世界的专业人士提供缜密的管理见解和最好的管理实践，并对他们及其机构产生积极的影响。
⁽²⁾UKG，全称Ultimate Kronos Group，一家总部设在美国的人力资源、工资和劳动力管理公司，2022年UKG曾力助美国女足实现与男足国家队同工同酬。

3

UKG首席多元化官布莱恩·K·里夫斯分享了主要发现。 - 这项研究证实了UKG的观点，我个人也认为薪酬平等这个话题非常复杂。

显示原文▼

Brian K Reaves chief diversity officer⁽³⁾ at UKG shared the top findings. - Well the study confirmed what UKG believes, and what I personally believe is the topic of pay equity is incredibly complex.
⁽³⁾Chief Diversity Officer，首席多元化官(CDO)，是在组织内制定和实施多元化、公平和包容(DEI)计划的高级领导者。首席多元化官与组织中所有部门的经理和员工合作，建立一致的包容性举措。他们还确保公司遵守平等就业、肯定行动和其他规定。

4

这就是为什么在UKG，我们信仰公平生态系统相关的专门术语，即：你不仅需要公平的薪酬，还必须有公平的代表权、公平的机会和公平的福利。

显示原文▼

That's why at UKG we believe in the the terminology of ecosystem of equity where not only do you need equity of compensation, you must have equity of representation, equity of opportunity and equity of well-being.

5

因为如果没有这些，在这项研究中你将无法解决薪酬公平的一些系统性问题。

显示原文▼

Because without those, you won't be able to deal with some of the systemic issues of pay equity with regards to the study.

6

我注意到的一项统计数据是，74%的高管认为薪酬平等是一项较为适度的战略优先事项，但其中近一半的高管(49人)表示，他们没有制定薪酬平等计划。

显示原文▼

One of the stats that jumped out to me is the fact that 74% of executives consider pay equity a higher moderate strategic priority, but nearly half of them 49% report that they don't have a pay equity plan in place.

7

意图和执行之间的差异很大，但还不至于大到无法克服。

显示原文▼

The difference between intention andimplementation is large, but not so large it cannot be overcome.

8

梅丽莎·托马斯-亨特，弗吉尼亚大学的达顿商学院和巴顿学院的教授，她解释道：

显示原文▼

Melissa Thomas-Hunt, a professor at the University of Virginia's Darden and Batten School explains:

9

我们所知道的是，公司必须扩大他们用来检查薪酬公平的镜头。

显示原文▼

What we do know is that companies have to broaden the lens that they use to examine pay equity.

10

他们必须更仔细地观察历史上被边缘化的群体、LGBTQIA+、社区残疾人士、以及更广泛的种族和民族身份。

显示原文▼

They have to look more carefully at historically marginalized groups, the LGBTQIA plus⁽⁴⁾, community individuals who identify with disabilities, the broader array of individuals racial and ethnic identities.
⁽⁴⁾LGBTQIA+ is an abbreviation for Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, Intersex, Asexual, and more. LGBTQIA+是女同性恋、男同性恋、双性恋、变性人、酷儿群体(对自己的性别、性向并没有定论的群体)、双性人、无性恋等的缩写。

11

但通常他们不会这样做，因为要么数据很难获得，要么数据体量非常小，但我们必须克服这一点。

显示原文▼

And oftentimes they don't do this, because either it's really hard to get the data, or they're very small numbers, but we have to push past that.

12

(UKG首席多元化官)里夫斯还表示，他希望其他企业利用他们的发现，让这种对话继续下去。

显示原文▼

Mr Reaves also says he hopes other businesses use their findings to keep this conversation going.

13

一定要访问www.UKG.com/closethegap，在那里你不仅可以找到这项研究，还可以找到其他教育资源，因为我们需要所有人来实现所有人的收入平等。

显示原文▼

Definitely go to www.UKG.com/closethegap where you'll find not only the study, but other educational resources, because it'll take all of us to get pay equity for all.

1

Many companies are tackling the issue of equality in the workplace, which includes addressing racial and gender inequalities. Lauren Hudson shares how one company is leading this effort.
2

A new survey about pay Equity from Harvard Business Review⁽¹⁾ and UKG⁽²⁾, sheds a light on the challenges companies face when tackling the pay gap.
3

Brian K Reaves chief diversity officer⁽³⁾ at UKG shared the top findings. - Well the study confirmed what UKG believes, and what I personally believe is the topic of pay equity is incredibly complex.
4

That's why at UKG we believe in the the terminology of ecosystem of equity where not only do you need equity of compensation, you must have equity of representation, equity of opportunity and equity of well-being.
5

Because without those, you won't be able to deal with some of the systemic issues of pay equity with regards to the study.
6

One of the stats that jumped out to me is the fact that 74% of executives consider pay equity a higher moderate strategic priority, but nearly half of them 49% report that they don't have a pay equity plan in place.
7

The difference between intention andimplementation is large, but not so large it cannot be overcome.
8

Melissa Thomas-Hunt, a professor at the University of Virginia's Darden and Batten School explains:
9

What we do know is that companies have to broaden the lens that they use to examine pay equity.
10

They have to look more carefully at historically marginalized groups, the LGBTQIA plus⁽⁴⁾, community individuals who identify with disabilities, the broader array of individuals racial and ethnic identities.
11

And oftentimes they don't do this, because either it's really hard to get the data, or they're very small numbers, but we have to push past that.
12

Mr Reaves also says he hopes other businesses use their findings to keep this conversation going.
13

Definitely go to www.UKG.com/closethegap where you'll find not only the study, but other educational resources, because it'll take all of us to get pay equity for all.

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