英國倫敦的一家博彩公司採取極為透明的薪金政策，讓員工知道同事的薪水、互定薪金，任何人想加薪都要獲得同事的認可。
A London betting firm offers employees the chance to decide their own salary as well as being able to check what their colleagues are paid.
倫敦的一家博彩公司為員工提供了一個決定自己薪水的機會，同時也能查看同事的薪水。
Smarkets encourages their staff to have pay rise requests endorsed by peers who offer suggestions on a suitable rise percentage.
Smarkets公司鼓勵員工向公司提出加薪請求，這一請求需要得到同事們的支援，同事們還會對合適的加薪幅度提出建議。
However if the person isn't happy with the suggestions given they can also come up with their own request, which is typically between 10 and 30 percent.
但如果員工對同事提出的加薪建議不滿，他們也可以提出自己的要求。加薪幅度一般在10%到30%之間。
The radical pay transparency policy also allows staff to check their colleagues' salaries in a bid to minimise the gender pay gap.
這種激進的薪酬透明政策還允許員工查看同事的薪酬，以盡量縮小男女薪酬差距。
Angeline Mulet-Marquis, a software engineer at Smarkets, said: 'Most people get what they ask for.'
Smarkets公司的軟件工程師安吉麗娜 穆萊特-馬奎斯説:“大多數人都能得到想要的薪水。”
Ms Mulet-Marquis requested a 12 percent rise in her last appraisal which was granted to her.
在公司對她的上次評估中，她要求獲得12%的加薪，並如願得到。
The starting salary for a graduate engineer is around ￡45,000 but can rise to a six-figure sum for high qualified seniors.
研究生工程師的起薪約為4.5萬英鎊（約合39.5萬元人民幣），但對于優質的資深員工來説，起薪可升至6位數。
UK broadcaster BBC was forced last year to disclose the salaries of some of its top staff, showing men made up 12 of the 14 highest-paid posts and leading to complaints of unequal pay for the same work.
去年，英國廣播公司被迫披露了一些高級職員的工資，顯示男性在14個薪酬最高的職位中佔12個，並引發了關于同一工作薪酬不平等的投訴。
Software engineer Caglar Senel said allowing employees to see each other's salaries is a way through which companies can ensure equal pay.
軟件工程師卡爾加 塞內爾説，允許員工看到同事的薪水是公司確保同工同酬的一種方式。
However several staff believed that the same approach may not work everywhere as pay transparency could be demotivating.
然而，也有幾位員工認為，這種做法可能並不適合于所有公司，因為薪酬透明也可能讓人産生消極情緒。
In Norway the tax agency publishes key information online about taxpayers each year, including their earnings and wealth, allowing Norwegians to see how much their colleagues are earning.
在挪威，稅務局每年都會在網上公布納稅人的主要資訊，包括他們的收入和財富，這樣挪威人就可以看到他們的同事掙了多少錢。
There are similar approaches in Finland, where people can request tax information by phone or in person, while in Ireland employees have a right to request pay information broken down by gender for the same level of work.
芬蘭也有類似的做法，人們可以電話問詢或親自前往有關部門要求得到稅務資訊，而愛爾蘭的員工有權要求提供按性別分類的同級別工作的薪酬資訊。
A study by the European Commission found 'cultural sensitivity' was the most common barrier to rolling out similar pay information rules across the continent, while in Britain the associated costs were the main obstacle.
歐盟委員會的一項研究發現，“文化敏感性”是在歐洲大陸推廣類似的薪金資訊規則的最常見障礙，而英國的主要障礙是推行計劃的相關成本。
Despite the challenges in different countries and for big companies, Ms Mulet-Marquis urged other firms try a transparency drive.
雖然透明薪酬政策在不同國家和大公司面臨挑戰，馬奎斯仍鼓勵其他公司大膽嘗試。
'The advice would be to have healthy communication even outside of the salary review,' she said.
她説：“我的建議是，除了薪酬調整外，大家也必須進行健康的溝通。”
'If your teams don't communicate well, that process is probably not going to work anyway, you have to build it on something that's already healthy.'
“如果你的團隊溝通不良，那這個係統就可能無法起作用。這個係統必須建立在已經很健康的公司機制基礎上。”
英文來源：每日郵報
翻譯&編輯：yaning
