如果你能給自己定薪水，你會(huì)定多少？

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(lì)員工向公司提出加薪請求，這一請求需要得到同事們的支持，同事們還會(huì)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(jìn)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-馬奎斯說:“大多數(shù)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，并如愿得到。

The starting salary for a graduate engineer is around 45,000 pounds 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(yōu)質(zhì)的資深員工來說，起薪可升至6位數(shù)。

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(gè)薪酬最高的職位中占12個(gè)，并引發(fā)了關(guān)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(nèi)爾說，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(rèn)為，這種做法可能并不適合于所有公司，因?yàn)樾匠晖该饕部赡茏屓水a(chǎn)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(wù)局每年都會(huì)在網(wǎng)上公布納稅人的主要信息，包括他們的收入和財(cái)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(guān)部門要求得到稅務(wù)信息，而愛爾蘭的員工有權(quán)要求提供按性別分類的同級別工作的薪酬信息。

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(huì)的一項(xiàng)研究發(fā)現(xiàn)，“文化敏感性”是在歐洲大陸推廣類似的薪金信息規(guī)則的最常見障礙，而英國的主要障礙是推行計(jì)劃的相關(guān)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(zhàn)，馬奎斯仍鼓勵(lì)其他公司大膽嘗試。

’The advice would be to have healthy communication even outside of the salary review,’ she said.

她說：“我的建議是，除了薪酬調(diào)整外，大家也必須進(jìn)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(tuán)隊(duì)溝通不良，那這個(gè)系統(tǒng)就可能無法起作用。這個(gè)系統(tǒng)必須建立在已經(jīng)很健康的公司機(jī)制基礎(chǔ)上。”