中文摘要
世界各国正在实施薪酬透明政策，以应对薪酬歧视。自2000年以来，已有71%的经合组织（OECD）国家实施了此类政策。大多数国家实行横向透明，披露企业内部从事相似工作的同事之间的薪酬。尽管这些政策缩小了同事间的工资差距，但也引发了适得其反的同事间比较，并促使雇主在谈判中采取更强硬的策略，从而降低了平均工资。其他薪酬透明政策虽未直接针对歧视，却通过缓解劳动力市场中更广泛的信息摩擦使劳动者受益。纵向薪酬透明政策向劳动者披露不同资历层级之间的薪酬差异。经验证据表明，这些政策可以使劳动者对收入潜力形成更准确且更乐观的预期，从而提高员工的工作积极性和生产率。企业间薪酬透明政策披露不同雇主之间的工资差异。这些政策鼓励劳动者到薪酬更高的企业求职、通过谈判争取更高薪酬，并加剧了雇主之间的工资竞争。我们讨论了薪酬透明政策影响的相关证据以及尚待解答的问题。
Abstract
Countries around the world are enacting pay transparency policies to combat pay discrimination. Since 2000, 71 percent of OECD countries have done so. Most are enacting transparency horizontally, revealing pay between coworkers doing similar work within a firm. While these policies have narrowed coworker wage gaps, they have also led to counterproductive peer comparisons and caused employers to bargain more aggressively, lowering average wages. Other pay transparency policies, without directly targeting discrimination, have benefited workers by addressing broader information frictions in the labor market. Vertical pay transparency policies reveal to workers pay differences across different levels of seniority. Empirical evidence suggests these policies can lead to more accurate and more optimistic beliefs about earnings potential, increasing employee motivation and productivity. Cross-firm pay transparency policies reveal wage differences across employers. These policies have encouraged workers to seek jobs at higher paying firms, negotiate higher pay, and sharpened wage competition between employers. We discuss the evidence on effects of pay transparency, and open questions.