Gender pay gap at UK’s biggest firms is growing, data suggests
-women’s median hourly rate on average 10.2% less than men’s, compared with 9.3% in 2018

数据显示，英国大公司的性别薪酬差距正在扩大
——女性的时薪中值平均比男性低10.2%，2018年的差距为9.3%


(Women able to work from home could see wages stagnate if they were again forced to homeschool children or missed out on opportunities through not being in the office, said one expert.)

（一位专家表示，如果能够在家工作的女性再次被迫在家教育孩子，或者因为不能来办公室而失去机会，那么她们可能会看到工资停滞不前。）
新闻：

The gender pay gap reported to the government by Britain’s biggest firms is widening, Guardian analysis shows, prompting warnings that women face a bleak and worsening economic picture in 2022.

《卫报》的分析显示，英国最大的几家公司向政府报告的性别薪酬差距正在扩大，这引发了人们的警告：2022年，女性面临着黯淡且不断恶化的经济前景。

Three years after a new law compelled companies to reveal the difference between male and female wages, data shows that eight out of 10 organisations with more than 250 staff still pay men more than women.

三年前，一项新法律迫使企业披露男性和女性的工资差异，但数据显示，在员工人数超过250人的10家机构中，有8家的男性薪酬仍高于女性。

The most recent set of government data shows women are being paid a median hourly rate 10.2% less than their male colleagues, nearly a percentage point higher than the 9.3% gap reported in 2018.

最新的一组政府数据显示，女性的时薪中值比男性同事低10.2%，比2018年报告的9.3%增加了近1个百分点。

The pay gap in the private sector grew from 8% in 2018 to 9% in 2021, while in the public sector it grew from 14.4% to 15.5%

私营部门的薪酬差距从2018年的8%扩大到2021年的9%，而公共部门的薪酬差距则从14.4%扩大到15.5%

Office for National Statistics data – considered to be the gold standard – shows that the full-time gender pay gap in April was 7.9%, down from 9.0% in April 2019, although statisticians say the pandemic could have caused variations. The gender pay gap for all workers, both full- and part-timers, was 15.4% in 2021.

被视为黄金标准的英国国家统计局数据显示，4月份的全职性别薪酬差距为7.9%，低于2019年4月的9.0%，但统计学家表示，可能是大流行造成了数字变化。2021年，所有劳动者（包括全职和兼职劳动者）的性别薪酬差距为15.4%。

But the government data is considered another barometer of progress – or lack thereof – and a vital tool to push companies to take action to improve pay equality.

但这个政府数据被视为另一个衡量进步（或缺乏进步）的晴雨表，也是推动企业采取行动改善薪酬平等的重要工具。

There are growing fears that long-term economic gains made by women could go into reverse if ministers do not act.

越来越多的人担心，如果大臣们不采取行动，长期以来女性所取得的经济收益可能会倒退。

“The danger we face is not only a widening of the gender pay gap but a more general widening of wealth and income between men and women,” said Sara Reis, head of research and policy at the Women’s Budget Group. “There is a real risk that all the employment gains of the last decades are being put in jeopardy if women continue to be disproportionately impacted by this pandemic.”

“女性预算小组”的研究和政策主管萨拉·赖斯说：“我们面临的危险不仅是性别收入差距的扩大，还包括男女财富和收入差距的普遍扩大。如果妇女继续受到这一大流行不成比例的影响，那么过去几十年取得的所有就业机会都将面临危险。”

Reis said that in the next year women across different earning demographics could be hit, with low-paid workers in hospitality and other hard-hit sectors having hours reduced and jobs cut. Women who are able to work from home could see wages stagnate if they are again forced to homeschool children or miss out on opportunities through not being in the office.

赖斯说，明年不同收入群体的女性都可能受到影响，酒店和其他受影响严重的行业的低薪员工的工作时间将会减少，工作岗位也会被削减。有能力在家工作的女性，如果再次被迫在家教育孩子，或者因为不能来办公室而错过机会，她们的工资可能会停滞不前。

“There are likely to be different impacts for different groups of women, but they are all fairly bleak – and overall there is a real risk that progress will stagnate or go backwards,” said Reis.

赖斯说：“不同的女性群体可能会受到不同的影响，但是这些影响都相当暗淡。总的来说，进步有停滞或倒退的风险。”
原创翻译：龙腾网 http://www.ltaaa.cn 转载请注明出处


According to research from the group, it is too soon to see what impact the end of the furlough scheme will have on women’s employment. But the over-representation of women in industries with some higher Covid job losses, including retail and accommodation, and the fact that twice as many women as men are in the bottom 10% of earners, leaves them more vulnerable in a faltering economy, it states.

根据该组织的研究，现在就判断休假计划的结束会对女性就业产生什么影响还为时过早。但报告称，在零售业和酒店业等新冠肺炎失业人数较多的行业中，女性的比例过高，而且收入最低的10%的行业中，女性的比例是男性的两倍，这使得她们在经济低迷的情况下更容易受到影响。

Gender pay gap figures collected by the government are imperfect: the median hourly pay gap does not address the gap in similar job roles, the quality of the data is patchy and, due to exemptions, some high-level executives including partners and non-employed, typically low-paid workers, are not included in the data.

政府收集的性别薪酬差距数据并不完善：时薪中值差距并不能解决类似工作岗位的薪资差距，数据质量参差不齐，而且由于豁免，包括合伙人和非工作人员（通常是低收入人员）在内的一些高层管理人员不包括在数据中。

A Government Equality Hub spokesperson said it would put forward new measures to improve equality for women at work in 2022. It added that the national gender pay gap had fallen by about a quarter in the last decade, with 1.9 million more women in work, which it said was a result “of this government enacting legislation for the right to flexible working, shared parental leave and pay – including a new online tool to check eligibility – and doubling free childcare for eligible working parents”.

政府平等中心的一位发言人表示，该中心将在2022年提出新的措施，以提高女性在工作中的平等地位。报告还称，在过去10年里，全国的性别薪酬差距已经缩小了约四分之一，有190万女性参加了工作。报告称，这是“政府为灵活工作的权利制定立法的结果”，共享育儿假和育儿工资——包括一个新的在线检查资格的工具——以及为符合条件的工作父母提供双倍力度的免费托儿服务”。

But an Institute for Fiscal Studies report this month found that “the vast majority of the modest convergence in earnings of the past 25 years” could be explained by the closing gap in education levels.

但英国财政研究所本月发布的一份报告发现，“过去25年收入的大部分温和趋同”，可以用教育水平差距不断缩小（而不是男女职业平权努力）来解释。

Britain’s gender pay gap data-gathering exercise – which was ahead of the curve globally when it launched – risks falling behind other nations, said Jemima Olchawski, the chief executive of the Fawcett Society. Research from the charity found the UK was “unique in its light-touch approach” to asking employers what actions they would take, while other countries required smaller companies to report.

“福西特协会”首席执行官杰迈玛·奥尔乔斯基表示，英国的性别薪酬差距数据收集工作在启动时处于全球领先地位，但现在有可能落后于其他国家。该慈善机构的研究发现，英国在询问雇主将采取何种行动方面“采取了独特的蜻蜓点水式的方式”，而其他国家则要求较小的公司提供报告。

Olchawski called on the government to address the cost of unpaid care work, make childcare more accessible and affordable, overhaul shared parental leave and “look at who is getting access to the most powerful and influential positions” to tackle power and wealth inequality between men and women.

奥尔乔斯基呼吁政府解决无薪育儿工作的成本问题，让儿童保育更容易获得和负担得起，改革共享育儿假，并“研究谁有机会进入最有权力和最有影响力的职位”，以解决男女之间的权力和财富不平等问题。

“This is a moment of risk and a moment of potential,” she said. “The big pieces of work are still to do, but are all achievable. If we don’t address these challenges we’re damaging our productivity and profitably with our economy at a time when we can ill afford it.”

“这是一个充满风险的时刻，也是一个有潜力的时刻，”她说。“大的工作仍有待完成，但都是可以实现的。如果我们不解决这些挑战，我们就会在我们无法承受的时候损害我们的生产力和我们的经济利益。”

A spokesperson for the Equality and Human Rights Commission, which oversees enforcement of gender pay gap reporting, said measures to improve the gender pay gap – such as hiring more women at entry-level – could also increase the gap in the short term.

平等与人权委员会负责监督性别薪酬差距报告的执行，该委员会的一位发言人表示，改善性别薪酬差距的措施——比如在入门级工作领域聘用更多的女性——也可能在短期内加大差距。

“Clearly we want to see women on a level playing field with men across society, not only in the workplace, but the reason this is taking time is complex,” they said. “Gender pay gap reporting is about transparency, which then drives action. And the effects of that can take time.”

他们说：“显然，我们希望看到女性在社会上与男性平等竞争，不仅仅是在工作场所，但这需要时间，原因很复杂。性别薪酬差距报告关乎透明度，进而推动行动。而这种影响需要时间。”