女性在薪水談判方面的一些重要事實

　　女性在薪水會談方面的一些主要究竟

　　為何女性比男性掙得少呢——她們的收入到底比男性少若幹呢?當評論辯論到性別收入差距的時刻，沒有甚麽是不克不及評論辯論的。特殊是，一些批評家指出性別收入差距遠小於77美分，並且提出女性的選取與她們比男性收入低有很大幹系。他們宣稱，女性較低的收入並非差距很大——比方，既然女性不舉行薪水會談，那末她們怎樣會擔憂本身較低的收入呢?

　　固然，這一題目只是針對付事情的女性，這並非“不問，不得”簡略的一件事。

　　薪水會談是一件很主要的事，由於這幹系到平生的收入，以是女性比男性舉行薪水會談的次數少，這一究竟很癥結。差異相稱小，然則依據PayScale“薪水會談指南”上面的數據，在被查詢拜訪者當中，42%的女性曾在本身的職業範疇請求過漲薪，44%的男性也是如斯。別的，和男性比擬，女性由於“覺得不安閑”而銳意回避薪水會談。與僅僅23%的男性比擬，31%的女性稱本身是出於這一緣故原由而選取不舉行薪水會談。

　　依據一項名叫“鮑爾斯研討”的數據，當男性和女性試下舉行薪水會談的時刻，他們的報酬是分歧的。在4個分歧的實驗中，研討者發明了一項證據：當女性請求更好的薪資報酬的時刻，與男性比擬，她們加倍有大概會受到男性評估者的處分(很少有人會樂意和女性共事大概雇傭她們)。這一究竟有助於說明與男性比擬，女性很少會談薪水的重要緣故原由。

　　【參考譯文】

　　Important Facts About Women and Salary Negotiation

　　Why do women earn less money than men – and how much less do they really make? When it comes to the gender pay gap, nothing is off-limits for debate. In particular, critics who say that the gender pay gap is much smaller than 77 cents on the dollar argue that women's choice has a lot to do with why they earn less than men. They claim that women's lower earnings is not so much a pay gap, but a wage gap – and if women don't negotiate salary, for instance, then why worry about their lower earnings?

　　The problem, of course, is that for working women, it's not a simple matter of "don't ask, don't get."

　　Salary negotiation is a pretty big deal when it comes to lifetime earnings, so the fact that women do it less than men is important. The difference was relatively small, but among those surveyed as a part of PayScale's Salary Negotiation Guide, 42 percent of women reported having asked for a raise in their current field compared with 44 percent of men. Additionally, women were far more likely to report that they avoided negotiation due to "feeling uncomfortable" than men. Thirty-one percent of women said they chose not to negotiate for this reason compared with just 23 percent of men.

　　According to what has come to be known as the Bowles study, women and men are treated differently when they attempt to negotiate. In four different experiments, researchers found evidence that when women asked for better compensation, they were significantly more likely than men to be penalized (fewer wanted to work with them or hire them) by male evaluators. This fact helps to explain why women are less likely than men to negotiate in the first place.