Why you should know how much your coworkers get paid | David Burkus

Translator: linda putri Reviewer:

Seberapa besar gaji Anda?

Jangan jawab kencang-kencang.

Jawab saja dalam hati.

Sekarang: Kira-kira, berapa pendapatan orang di sebelah Anda?

How much do you get paid?

Don't answer that out loud.

Sekali lagi, jangan dijawab kencang-kencang.

But put a number in your head.

(Tertawa)

Now: How much do you think the person sitting next to you gets paid?

Di tempat kerja Anda, kira-kira

berapa gaji teman kantor yang duduk di meja sebelah Anda?

Again, don't answer out loud.

(Laughter)

Apakah Anda tahu?

Perlukah Anda tahu?

At work, how much do you think

Ketahuilah, bahkan saya pribadi kurang nyaman dengan pertanyaan ini.

the person sitting in the cubicle or the desk next to you gets paid?

Tapi akui saja -- Anda pasti juga ingin tahu.

Do you know?

Should you know?

Notice, it's a little uncomfortable for me to even ask you those questions.

Kebanyakan dari kita tidak nyaman membicarakan besaran gaji.

But admit it -- you kind of want to know.

Kita tidak seharusnya memberi tahu tetangga,

dan tidak perlu juga memberitahu pekerja kantor sebelah.

Most of us are uncomfortable with the idea of broadcasting our salary.

Asumsinya, jika orang-orang tahu berapa yang dibayarkan perusahaan,

We're not supposed to tell our neighbors,

maka akan muncul masalah.

and we're definitely not supposed to tell our office neighbors.

Akan timbul argumen, pertengkaran,

mungkin beberapa mengundurkan diri.

The assumed reason is that if everybody knew what everybody got paid,

Tetapi bagaimana jika kerahasiaanlah yang menjadi akar perselisihan itu?

then all hell would break loose.

Dan bagaimana jika itu dibahas terang-terangan?

There'd be arguments, there'd be fights,

there might even be a few people who quit.

Bagaimana jika keterbukaan akan meningkatkan rasa keadilan dan kerjasama

But what if secrecy is actually the reason for all that strife?

di dalam perusahaan?

And what would happen if we removed that secrecy?

Bagaimana jika ada transparansi gaji?

What if openness actually increased the sense of fairness and collaboration

Beberapa tahun terakhir,

saya mengamati sejumlah pemimpin korporasi dan usaha

inside a company?

What would happen if we had total pay transparency?

yang mempertanyakan cara-cara konvensional dalam berbisnis.

Dan ada banyak pertanyaan seputar gaji.

For the past several years,

I've been studying the corporate and entrepreneurial leaders

Dan jawabannya sangat mengagetkan.

who question the conventional wisdom about how to run a company.

Ternyata, transparansi gaji --

saat perusahaan terbuka perihal gaji --

And the question of pay keeps coming up.

membuat lingkungan kerja lebih kondusif, baik bagi pekerja maupun perusahaan.

And the answers keep surprising.

It turns out that pay transparency --

Saat seseorang tidak tahu perbandingan gajinya dengan rekannya,

sharing salaries openly across a company --

makes for a better workplace for both the employee

mereka cenderung digaji lebih rendah

dan bahkan didiskriminasikan.

and for the organization.

Anda mau bekerja di tempat

When people don't know how their pay compares to their peers',

dimana Anda merasa dibayar kecil dan didiskriminasi?

they're more likely to feel underpaid

and maybe even discriminated against.

Merahasiakan gaji justru adalah pemicunya,

Do you want to work at a place that tolerates the idea

dan ini sudah menjadi rahasia umum,

that you feel underpaid or discriminated against?

bahkan di Amerika Serikat,

But keeping salaries secret does exactly that,

dimana hukum melindungi hak pekerja membahas pendapatannya.

and it's a practice as old as it is common,

Contohnya saja, beberapa puluh tahun lalu,

despite the fact that in the United States,

manajemen majalah Vanity Fair

the law protects an employee's right to discuss their pay.

mengeluarkan memo internal bertuliskan:

“Sesama Pegawai Dilarang Membahas Gaji”

In one famous example from decades ago,

the management of Vanity Fair magazine

“Melarang” pegawai membahas gaji yang diterima.

actually circulated a memo entitled:

Memo itu pun bocor.

"Forbidding Discussion Among Employees of Salary Received."

Sastrawan New York seperti Dorothy Parker,

"Forbidding" discussion among employees of salary received.

Robert Benchley dan Robert Sherwood,

kelompok kritikus Algonquin Round Table,

Now that memo didn't sit well with everybody.

memutuskan mendukung transparansi,

New York literary figures Dorothy Parker,

dan keesokan harinya bekerja

Robert Benchley and Robert Sherwood,

dengan berkalung papan bertuliskan nominal pendapatannya.

all writers in the Algonquin Round Table,

(Tertawa)

decided to stand up for transparency

Bayangkan saja, berangkat kerja

and showed up for work the next day

dengan berkalung nominal gaji agar orang-orang tahu.

with their salary written on signs hanging from their neck.

(Laughter)

Namun sebenarnya mengapa perusahaan mencegah gaji dibahas terbuka?

Imagine showing up for work

with your salary just written across your chest for all to see.

Mengapa ada yang pro dan ada yang kontra?

But why would a company even want to discourage salary discussions?

Ternyata salah satu alasannya adalah bahwa

Why do some people go along with it, while others revolt against it?

kerahasiaan gaji merupakan cara perusahaan menghemat uang.

Anda tahu, merahasiakan rentang gaji

It turns out that in addition to the assumed reasons,

menimbulkan apa yang ekonom sebut “ketimpangan informasi.”

pay secrecy is actually a way to save a lot of money.

Yakni kondisi dimana, dalam sebuah negosiasi,

satu pihak menyimpan lebih banyak informasi dari yang lain.

You see, keeping salaries secret

leads to what economists call "information asymmetry."

Dan dalam perekrutan atau promosi atau kenaikan pangkat berkala,

This is a situation where, in a negotiation,

pemberi kerja bisa menghemat lebih banyak pengeluaran.

one party has loads more information than the other.

And in hiring or promotion or annual raise discussions,

Bayangkan seberapa baik Anda bisa menegosiakan gaji

setelah tahu gaji rekan Anda.

an employer can use that secrecy to save a lot of money.

Ekonom memperingatkan bahwa ketimpangan informasi

Imagine how much better you could negotiate for a raise

dapat merusak pasar.

if you knew everybody's salary.

Ada slip gaji tertinggal

dan lantas ramai dibincangkan.

Economists warn that information asymmetry

Mereka bahkan memperingatkan

can cause markets to go awry.

bahwa ketimpangan informasi bisa mengakibatkan kegagalan pasar.

Someone leaves a pay stub on the copier,

and suddenly everybody is shouting at each other.

Dan saya rasa, ini benar.

In fact, they even warn

Ini alasannya:

that information asymmetry can lead to a total market failure.

Pertama, sebagian besar pekerja tidak tahu rentang gaji posisinya di pasaran.

And I think we're almost there.

Survei terhadap 70 ribu pekerja di tahun 2015 menemukan,

Here's why:

first, most employees have no idea how their pay compares to their peers'.

bahwa dua pertiga responden yang dibayar sesuai standar pasar

mengaku gaji mereka kecil.

In a 2015 survey of 70,000 employees,

Dan mereka yang merasa dibayar kecil,

two-thirds of everyone who is paid at the market rate

60 persen di antaranya merasa ingin mengundurkan diri,

said that they felt they were underpaid.

terlepas apakah mereka -- dibayar lebih kecil atau besar

And of everybody who felt that they were underpaid,

atau sesuai stadar gaji umumya.

60 percent said that they intended to quit,

Jika Anda mengikuti survei ini, dimana posisi Anda?

regardless of where they were -- underpaid, overpaid

Apakah Anda digaji kecil?

Oh, tunggu --- dari mana Anda tahu,

or right at the market rate.

Anda bahkan tidak boleh membahasnya, ya kan?

If you were part of this survey, what would you say?

Lalu, ketimpangan informasi dan kerahasiaan gaji,

Are you underpaid?

Well, wait -- how do you even know,

membuat diskriminasi makin mudah untuk diabaikan

because you're not allowed to talk about it?

seperti yang terjadi saat ini.

Next, information asymmetry, pay secrecy,

Lembaga untuk Kebijakan Wanita tahun 2011 menyebut

makes it easier to ignore the discrimination

kesenjangan upah pria dan wanita

that's already present in the market today.

sebesar 23 persen.

Di sinilah 77 sen pada dolar itu berasal.

In a 2011 report from the Institute for Women's Policy Research,

the gender wage gap between men and women

Sedangkan di Pemerintah Pusat,

dimana gaji ditetapkan pada kisaran tertentu

was 23 percent.

dan setiap pegawai tahu kisaran gajinya,

This is where that 77 cents on the dollar comes from.

kesenjangan upah gender hanya 11 persen --

dan ini terlepas dari faktor-faktor lain

But in the Federal Government,

where salaries are pinned to certain levels

yang disarankan ekonom untuk dikendalikan.

and everybody knows what those levels are,

Jika kita benar-benar ingin menekan hal ini,

the gender wage gap shrinks to 11 percent --

and this is before controlling for any of the factors

tidak ada salahnya bila daftar upah dibuka.

that economists argue over whether or not to control for.

Untuk menghindari kegagalan pasar

If we really want to close the gender wage gap,

maka keterbukaan adalah satu-satunya cara.

maybe we should start by opening up the payroll.

Sekarang, saya tahu bahwa membicarakan pendapatan

If this is what total market failure looks like,

mungkin membuat tidak nyaman,

namun akan lebih tidak nyaman

then openness remains the only way to ensure fairness.

bila Anda terus merasa didiskriminasi,

Now, I realize that letting people know what you make

atau bila istri, anak perempuan, atau saudara perempua Anda dibayar rendah?

might feel uncomfortable,

but isn't it less uncomfortable

Keterbukaan adalah cara terbaik mencapai keadilan,

than always wondering if you're being discriminated against,

or if your wife or your daughter or your sister is being paid unfairly?

dan transparansi upah salah satunya.

Inilah mengapa wirausahawan dan pemimpin korporasi

Openness remains the best way to ensure fairness,

sudah lama bereksperimen dengan pengungkapan upah.

and pay transparency does that.

Dane Atkinson salah satunya.

Dane telah merintis beberapa perusahaan

That's why entrepreneurial leaders and corporate leaders

have been experimenting with sharing salaries for years.

dengan merahasiakan upah

dan bahkan menawarkan gaji berbeda pada kandidat yang sama kuat,

Like Dane Atkinson.

Dane is a serial entrepreneur who started many companies

sesuai kemampuan negosiasi mereka.

in a pay secrecy condition

Dan Dane melihat perselisihan yang ditimbulkan.

and even used that condition to pay two equally qualified people

dramatically different salaries,

Maka saat merintis perusahaannya, SumAll,

depending on how well they could negotiate.

sejak awal ia berkomitmen untuk transparan dalam memberi upah.

And Dane saw the strife that happened as a result of this.

Dan dampaknya luar biasa.

So when he started his newest company, SumAll,

Dan menurut sejumlah studi serupa.

semakin tahu bagaimana ia diberi upah

he committed to salary transparency from the beginning.

dan semakin layak upahnya,

And the results have been amazing.

maka semakin baik performanya,

And in study after study,

semakin aktif mereka terlibat, dan enggan berhenti.

when people know how they're being paid

and how that pay compares to their peers',

Dane tidak sendiri.

Dari start-up TI seperti Buffer

they're more likely to work hard to improve their performance,

sampai jaringan supermarket Whole Foods dengan puluhan ribu pekerja,

more likely to be engaged, and they're less likely to quit.

tidak hanya membuka rentang gaji

That's why Dane's not alone.

From technology start-ups like Buffer,

namun juga data performa toko dan masing-masing departemen

to the tens of thousands of employees at Whole Foods,

pada website perusahaan mereka

agar bebas diakses.

where not only is your salary available for everyone to see,

Lantas, ada beragam jenis transparansi upah.

but the performance data for the store and for your department

Tentu perlu formula yang tepat.

is available on the company intranet

Bisa dengan mengunggah level gaji.

for all to see.

Atau cukup dalam lingkup internal.

Now, pay transparency takes a lot of forms.

Beberapa membagikan rumus menghitung upah,

It's not one size fits all.

mengumumkan prosentasi kenaikan gaji,

Some post their salaries for all to see.

dan menerapkannya di semua tingkatan.

Some only keep it inside the company.

Jadi saya rasa tidak perlu

Some post the formula for calculating pay,

Anda membuat lencana gaji agar dipakai semua karyawan.

and others post the pay levels

Dan Anda tidak perlu sendirian memakai lencana

and affix everybody to that level.

yang Anda buat sendiri.

So you don't have to make signs

Namun kita semua bisa bersama-sama mengupayakan transparansi upah.

for all of your employees to wear around the office.

And you don't have to be the only one wearing a sign

untuk mengupayakan keterbukaan ini;

that you made at home.

saatnya Anda bergerak.

But we can all take greater steps towards pay transparency.

Dan bagi Anda yang tidak memiliki wewenang;

saatnya Anda bangkit memperjuangkan.

For those of you that have the authority

to move forward towards transparency:

Jadi berapa gaji yang Anda terima?

it's time to move forward.

And for those of you that don't have that authority:

Dan seperti apa dibanding sejawat Anda?

it's time to stand up for your right to.

Anda sebaiknya tahu.

Mereka sebaiknya juga tahu.

So how much do you get paid?

Terima kasih.

And how does that compare to the people you work with?

(Tepuk tangan)

You should know.

And so should they.

Thank you.

(Applause)