你的工資應該告訴家人嗎？

We've recognized, over time, that sharing our ideas and even our fears with trusted friends and family only builds our understanding and makes our lives better. These days, it's okay to talk about the troubles we're having with our children or even our marriages. We can talk about race, religion, identity, etc., outside of work.

隨著時間的推移，我們發(fā)現(xiàn)，當與知心好友以及家人分享個人的想法甚至表達自己的恐懼能夠增進彼此的理解，還能讓我們的生活更快樂。到了如今，談論與孩子甚至是伴侶之間的矛盾也能為大眾所接受。工作之余，我們會談論種族，信仰，身份等等。

But, do we talk with each other about our salaries?

但是，我們要談論彼此的薪資水平嗎?

Oh goodness, absolutely not.

噢，天啊，絕對不行。

That's way too personal, and it's a conversation fraught with danger. But, what if this is a mistake? There may be some real upsides to loosening up our conversations about money.

這樣做太涉及個人隱私了，而且這會是一次令人擔憂的對話。但若這是一個錯誤呢?也許會有一些真正的好處來緩和談論金錢時的緊張感。

Let's take a closer look at this issue to determine if we should be discussing our earnings with friends and family members. There are a number of things to keep in mind that can help you decide what's best for you.

讓我們來仔細瞧瞧這個話題，再確定我們是否應該與親友討論我們賺了多少錢。謹記下面的幾件事情，可以幫助你選擇一種最適合自己的方法。

1. The salary transparency debate is really heating up right now.

1. 如今關于薪資透明度的討論真的非常熱門。

We're really just beginning to understand the tremendous value of pay transparency for businesses. Employers need to open up about how compensation is determined in order for employees to feel confident that they're being paid fairly. Salary transparency at work can be a powerful tool that supports job satisfaction and employee retention.

我們真的只是剛剛開始了解這種薪資透明度的巨大商業(yè)價值。雇主們應該主動開口表達薪資報酬是如何計算的，為了讓員工們對自己能受到公平的薪資對待而感到自信。商業(yè)場合的薪資透明度會是支撐職業(yè)滿意度與員工留任的重要工具。

PayScale data shows that the most common reason people leave their job is because of pay; however, 55% of respondents who felt that they were being underpaid actually were not. Employers would be wise to consider heightening the transparency of their compensation practices, but this is a choice most of us don't have much control over.

PayScale的數(shù)據(jù)顯示，人們辭職的最主要原因就是薪水問題，然而，有55%認為薪資不公平的受訪者，他們的實際情況并非如此。雇主在考慮加強薪酬慣例透明度時應該更加明智，但這是個我們大部分人不能過多干預的決定。

However, some folks are sharing information about earnings with co-workers. This is another way to go about improving pay transparency in your workplace. It's a bold move, so consider carefully before taking action.

然而，有的朋友確實在跟同事分享他們的收入情況。這也是另外一個加大職場薪資透明度的方法。這是一個非常大膽的舉措，所以要在確定前謹慎考慮。

2. Salary transparency, between coworkers and between friends and family, is ultimately about helping to right the gender pay gap.

2.同事，家人朋友之間的薪水透明度，終將涉及到拉近性別薪水差距。

Pay transparency helps workers understand their earnings in relation to the salaries of their peers. This helps to eliminate unfair or biased compensation practices as the discrepancies are brought to light and therefore end up being addressed.

薪資透明度能夠幫助員工了解自己的薪水與同事的薪水之間的關系。這樣會有助減少不公平或差別薪資對待，因為這種差別已暴露于人前，所以最后就會被拿出來討論。

While sharing financial info with non-co-workers won't have the same immediate effect, it can help you get a better sense of whether you're being paid fairly. (Although, for unbiased data with the honesty of anonymity, you're still better off to go straight to PayScale's Salary Survey and compare apples to apples.)

但是當你與同事以外的人分享經(jīng)濟狀況時，就無法得到同樣立即有效的效果了，但能給你更好地了解自己是否受到公平的薪資對待。(盡管如此，為了了解匿名受訪者的無偏差數(shù)據(jù)，你最好還是直接參考PayScale等薪資調(diào)查組織所公布的數(shù)據(jù)進行多方面對比。)

The gender pay gap exists, at least in part, because it's allowed to exist. Openly sharing our financial truth with one another, both inside and outside of the office, is one of the best weapons we have against it.

性別薪資待遇差距一直存在，但至少在某種程度上，因為那是允許存在的。開放地與他人分享我們的經(jīng)濟狀況，無論在職場內(nèi)外，都是我們用以抵擋性別薪資差距的最強有力的武器之一。

3. There is so much we can learn from talking with the people we love and trust most.

3. 與我們愛的，信任的人交談，我們能從他們身上學到很多。

The thing about sharing our salaries with friends and family members is that the conversation often doesn't just stop there. Maybe it's because we've been figuratively sitting on our hands for so long when it comes to discussions of pay -- once we start, we just keep going.

一旦開始與親友討論薪資問題，這個話匣子就關不上了。也許是因為我們曾經(jīng)長時間無所事事，但當討論到薪資問題——開始了就停不下來。

Pretty soon, we're telling our whole earnings history, sharing stories and tips for negotiating salary, and discussing how our organization handles the transparency issue. We can learn so much from the people who we love and trust the most. If we open up to our most trusted companions about this area of our life, it's likely to help us make improvements.

很快地，我們就會把自己的薪水經(jīng)歷和盤托出，然后分享彼此的故事還有談判薪資的技巧，以及討論各自所在的公司是如何對待薪資透明度問題的。我們能從這些我們愛與新人的人身上學到太多了。如果我們對最信任的同伴敞開心扉談論這方面的事情，那么我們雙方都會獲得進步。

4. Speak carefully, and speak for yourself.

4. 小心地說，為自己說。

The truth is that discussions of money in our culture need to be handled delicately, even with our closest friends and sometimes even with our family members. Maybe it's because our society puts so much emphasis on money; our identities are more tied to our financial worth than they should be. We worry about the reactions others will have when we tell them what we make. So, if you do decide to talk about your earnings with your peers, do so thoughtfully and strategically. Be sure to think the decision through.

實際上，關于金錢的討論在我們的文化里要處理得小心謹慎，即使對方是我們最親近的朋友甚至偶爾一起討論的家庭成員。也許是因為我們的社會把金錢看得太重了，所以我們的身份地位就更傾向于與經(jīng)濟價值掛鉤，而不是實際的情況。我們都擔心當告訴他們自己的薪水狀況時他們會有什么反應。所以，如果你真的確定要與同伴們談論薪資，那就體貼地有技巧地說。把這個決定從頭到尾考量一遍。

Once you have shared your earnings, don't necessarily expect to get the same information in return. Although being open about pay might be good for us, it's a personal choice. Don't share what you earn because you want someone to return the favor. Leave that decision to them.

當你與他人分享了自己的薪資狀況，也沒有必要希望對方反饋同樣的信息。盡管你們都認為豐厚的薪水對我們有好處，但這只是個人的選擇。不要因為希望對方也能同樣分享信息而說出自己的狀況了。讓對方自己決定吧。