????美國薪酬調查機構PayScale從2013年7月至2015年7月，花兩年時間收集了140萬名全職員工的薪酬數據，分析形成了《性別薪酬差距調查》。該研究發現，女性為脫穎而出和職業發展所付出的努力越多，她們與資質類似的男同事之間的薪酬差距反而會越大。

????令人驚愕的是，那些職位和學歷越高的女性，他們和男性之間的薪酬鴻溝往往越大；而擁有博士學位并且擔任高管的女性，面臨的薪資歧視最為嚴重。男性高管的收入竟然要比女高管高出33%。即便剔除經驗、教育、技能、管理職責和公司規模等因素的影響，高管級別的性別薪酬差距依舊達到6%。

????而沒有管理職責的男性和女性員工的可控薪酬差距最小，僅為2.2%。

????The more a woman works to distinguish herself and advance her career, the larger the wage gap separating her from similarly qualified male colleagues. That’s according to PayScale’s new report, “Inside the Gender Pay Gap,” which finds that the compensation gulf widens as a woman’s job level and educational attainment increase. Women who’ve earned PhDs and spots in the executive suite face the greatest wage discrimination of all.

????Male executives earn a staggering 33% more than their female counterparts. And even when controlled for factors like years of experience, education, skills, management responsibilities, and company size, the gap remains at 6%, according to PayScale’s report, which collected data on 1.4 million full-time employees between July 2013 and July 2015.

????Men and women who have no management responsibilities have the narrowest controlled wage gap, at 2.2%.

????即便女性有職業導師或高層照顧，男女薪酬差距依舊存在。獲得推薦參加領導力培訓的男性和女性，收入均比其他同事有所提高，但男性的漲薪幅度卻高于女性。其中，面向管理崗位參加培訓的男性和女性，薪酬差距為3.3%；而其他崗位的性別薪酬差距僅為1.6%。

????顯然，即使成為領導者也并不能縮小男女之間的性別差距，更高的教育水平也同樣不能。

????研究顯示，擁有準學士學位的女性和有類似學歷的男性之間，其可控薪酬差距最小，為2.2%。

????而擁有博士學位的女性面臨的可控薪酬差距最大（5.1%），其次分別是MBA畢業生（4.7%）和醫學學位獲得者（4.6%）。

????Even when a women has a mentor or higher-up looking out for her, the wage gap persists. While both men and women who have been recommended for leadership training earn more money than their counterparts who have not, men see a greater pay increase than women. Among those who have been targeted for the manager track, the wage gap is 3.3%; among those who have not, the gap is only 1.6%.

????And just as being a workplace leader doesn’t close the gap, neither does more education.

????The controlled pay gap between a woman who holds an associate degree and her similarly credentialed male colleague is 2.2%, the smallest of any male-female peer groups.

????Women who’ve earned a doctorate face the highest controlled pay gap (5.1%), followed by MBA graduates (4.7%) and those who have earned medical degrees (4.6%).

????令人意外的是，就讀于美國最知名高校的女性，與其男性校友的可控薪酬差距反而是最大的。常春藤盟校畢業生的可控性別薪酬差距為4%，而不可控差距為28.7%。相比之下，藝術與設計院校和工程類院校的畢業生，可控性別薪酬差距最低，均為1.9%。這不得不讓我們思考，Lean In 理念為什么沒讓男女更平等？難道需要“向前兩步”嗎？（財富中文網）

????譯者：劉進龍/汪皓

????審校：任文科

????Surprisingly, women who opt to study at some of the nation’s most well-regarded schools also reported the biggest controlled pay gaps relative to their male peers. Ivy league graduates have a 4% controlled gender wage gap and a 28.7% uncontrolled gap. By contrast, graduates of art and design schools are tied with those of engineering schools for the lowest controlled gender pay gap, 1.9%.