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

202,651 views ・ 2016-10-11

TED


μ•„λž˜ μ˜λ¬Έμžλ§‰μ„ λ”λΈ”ν΄λ¦­ν•˜μ‹œλ©΄ μ˜μƒμ΄ μž¬μƒλ©λ‹ˆλ‹€.

λ²ˆμ—­: JY Kang κ²€ν† : Hyun Sang Lee
00:13
How much do you get paid?
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μ—¬λŸ¬λΆ„μ€ 월급을 μ–Όλ§ˆλ‚˜ λ°›μœΌμ‹œμ£ ?
00:15
Don't answer that out loud.
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μ†Œλ¦¬λ‚΄μ„œ λŒ€λ‹΅ν•˜μ§€ λ§ˆμ„Έμš”.
00:17
But put a number in your head.
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머리 μ†μœΌλ‘œλ§Œ 생각해 λ‘μ„Έμš”.
00:20
Now: How much do you think the person sitting next to you gets paid?
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그럼, μ˜†μžλ¦¬ λ™λ£ŒλŠ” 월급을 μ–Όλ§ˆλ‚˜ λ°›λŠ”μ§€ μ•„μ‹œλ‚˜μš”?
00:25
Again, don't answer out loud.
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이것도 μ†Œλ¦¬λ‚΄μ„œ λŒ€λ‹΅ν•˜μ§€ λ§ˆμ„Έμš”.
00:27
(Laughter)
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(μ›ƒμŒ)
00:29
At work, how much do you think
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직μž₯μ—μ„œ
μ˜†λ°©μ΄λ‚˜ μ˜†μžλ¦¬μ˜ λ™λ£Œκ°€ 월급을 μ–Όλ§ˆλ‚˜ λ°›λŠ”λ‹€κ³  μƒκ°ν•˜μ„Έμš”?
00:31
the person sitting in the cubicle or the desk next to you gets paid?
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00:35
Do you know?
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μ•Œκ³ λŠ” κ³„μ‹ κ°€μš”?
00:36
Should you know?
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κ·Έκ±Έ μ•Œμ•„μ•Ό ν• κΉŒμš”?
00:38
Notice, it's a little uncomfortable for me to even ask you those questions.
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이런 μ§ˆλ¬Έμ„ ν•˜λŠ” 저도 μ‘°κΈˆμ€ λΆˆνŽΈν•˜λ‹€λŠ” κ±° μ•Œμ•„μ£Όμ„Έμš”.
00:42
But admit it -- you kind of want to know.
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ν•˜μ§€λ§Œ μΈμ •ν•˜μ„Έμš”. μ—¬λŸ¬λΆ„λ„ μ•Œκ³  μ‹Άμž–μ•„μš”.
00:46
Most of us are uncomfortable with the idea of broadcasting our salary.
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우리 λŒ€λΆ€λΆ„μ€ 자기 월급을 μ£Όμœ„μ— μ•Œλ¦¬λŠ” κ±Έ κΊΌλ¦½λ‹ˆλ‹€.
00:50
We're not supposed to tell our neighbors,
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μ£Όλ³€ μ‚¬λžŒλ“€μ—κ²Œ λ§ν•˜μ§€λ„ μ•Šκ³ 
00:52
and we're definitely not supposed to tell our office neighbors.
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νšŒμ‚¬ λ™λ£Œλ“€μ—κ²Œ λ§ν•˜μ§€ μ•ŠλŠ” 건 λ‹Ήμ—°ν•˜μ£ .
00:55
The assumed reason is that if everybody knew what everybody got paid,
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κ·Έ μ΄μœ λŠ” μ•„λ§ˆ, λˆ„κ°€ μ–Όλ§ˆλ‚˜ λ°›λŠ”μ§€ μ„œλ‘œκ°€ λ‹€ μ•Œκ²Œ 되면
00:59
then all hell would break loose.
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지μ˜₯문이 μ—΄λ¦¬λŠ” 상황이 되겠죠.
01:01
There'd be arguments, there'd be fights,
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λ”°μ§€λŠ” μ‚¬λžŒ, μ‹Έμš°λ € λ“œλŠ” μ‚¬λžŒ
01:03
there might even be a few people who quit.
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심지어 νšŒμ‚¬λ₯Ό κ·Έλ§Œλ‘λŠ” μ‚¬λžŒλ„ 있겠죠.
01:05
But what if secrecy is actually the reason for all that strife?
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ν•˜μ§€λ§Œ, 비밀에 λΆ€μΉ˜κΈ° λ•Œλ¬Έμ— 그런 κ°ˆλ“±μ΄ μΌμ–΄λ‚œλ‹€λ©΄μš”?
01:09
And what would happen if we removed that secrecy?
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κ·Έ λΉ„λ°€μœ μ§€λ₯Ό μ—†μ•€λ‹€λ©΄ μ–΄λ–€ 일이 λ²Œμ–΄μ§ˆκΉŒμš”?
01:12
What if openness actually increased the sense of fairness and collaboration
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κ³΅κ°œν•¨μœΌλ‘œμ¨ νšŒμ‚¬ λ‚΄λΆ€μ˜ 곡정성과 ν˜‘λ ₯의 λΆ„μœ„κΈ°κ°€ 높아진닀면
01:16
inside a company?
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μ–΄λ–»κ²Œ λ κΉŒμš”?
01:17
What would happen if we had total pay transparency?
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연봉이 투λͺ…ν•˜κ²Œ κ³΅κ°œλœλ‹€λ©΄ μ–΄λ–€ 일이 μΌμ–΄λ‚ κΉŒμš”?
01:22
For the past several years,
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μ§€λ‚œ λͺ‡ λ…„κ°„
01:23
I've been studying the corporate and entrepreneurial leaders
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μ €λŠ” κΈ°μ—… μš΄μ˜μžλ“€μ— λŒ€ν•΄μ„œ 연ꡬλ₯Ό ν•΄μ™”μŠ΅λ‹ˆλ‹€
01:26
who question the conventional wisdom about how to run a company.
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νšŒμ‚¬ 운영 λ°©λ²•μ˜ 일반적 톡념에 λŒ€ν•΄μ„œ μ˜λ¬Έμ„ κ°–λŠ” μ‚¬λžŒλ“€μ΄ λŒ€μƒμ΄μ—ˆμ£ .
01:30
And the question of pay keeps coming up.
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그듀은 κΈ‰μ—¬λ₯Ό 계속 μ˜¬λ €μ€˜μ•Ό ν•œλ‹€λŠ” 것에도 μ˜λ¬Έμ„ κ°€μ‘ŒμŠ΅λ‹ˆλ‹€.
01:33
And the answers keep surprising.
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λ†€λΌμš΄ κ²°κ³Όλ₯Ό μ–»μ—ˆλŠ”λ°μš”.
01:36
It turns out that pay transparency --
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κΈ‰μ—¬λ₯Ό 투λͺ…ν•˜κ²Œ ν•˜κ³ 
01:38
sharing salaries openly across a company --
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κΈ‰μ—¬κ°€ νšŒμ‚¬ 전체에 곡개되면
01:40
makes for a better workplace for both the employee
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직원과 쑰직 λͺ¨λ‘μ—κ²Œ μžˆμ–΄μ„œ 더 λ‚˜μ€ 직μž₯이 λ§Œλ“€μ–΄ μ§„λ‹€λŠ”
01:43
and for the organization.
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κ²°κ³Όλ₯Ό μ–»μ—ˆμŠ΅λ‹ˆλ‹€.
01:45
When people don't know how their pay compares to their peers',
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λ™λ£Œμ™€ λΉ„κ΅ν•΄μ„œ μžμ‹ μ΄ μ–Όλ§ˆλ‚˜ λ°›λŠ”μ§€ λͺ¨λ₯΄λ©΄
01:48
they're more likely to feel underpaid
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λ³΄μˆ˜κ°€ 적닀고 느끼기 쉽고
01:50
and maybe even discriminated against.
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심지어 μ°¨λ³„λ‹Ήν•˜κ³  μžˆλ‹€κ³  생각할 μˆ˜λ„ μžˆμŠ΅λ‹ˆλ‹€.
01:52
Do you want to work at a place that tolerates the idea
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λ³΄μˆ˜λ„ 적고 차별 λ°›λŠ”λ‹€λŠ” λŠλ‚Œμ„ κ²¬λŽŒμ•Ό ν•˜λŠ” 직μž₯μ—μ„œ
01:55
that you feel underpaid or discriminated against?
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μΌν•˜κ³  μ‹Άκ² μ–΄μš”?
01:58
But keeping salaries secret does exactly that,
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ν•˜μ§€λ§Œ κΈ‰μ—¬λ₯Ό λΉ„λ°€λ‘œ ν•΄μ•Ό ν•œλ‹€λŠ” 것은
02:01
and it's a practice as old as it is common,
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였랜 κ΄€λ‘€λ‘œ μΌλ°˜ν™”λ˜μ–΄ 있죠.
02:04
despite the fact that in the United States,
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κ·ΈλŸΌμ—λ„ λΆˆκ΅¬ν•˜κ³  λ―Έκ΅­μ—μ„œλŠ”
02:06
the law protects an employee's right to discuss their pay.
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μžμ‹ μ˜ κΈ‰μ—¬λ₯Ό ν˜‘μƒν•  수 μžˆλ„λ‘ λ…Έλ™μž ꢌ리λ₯Ό λ²•μœΌλ‘œ λ³΄ν˜Έν•˜κ³  μžˆμŠ΅λ‹ˆλ‹€.
02:11
In one famous example from decades ago,
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수 μ‹­λ…„ μ „μ˜ 유λͺ…ν•œ 사둀가 μžˆλŠ”λ°μš”.
02:13
the management of Vanity Fair magazine
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λ² λ‹ˆν‹° νŽ˜μ–΄ μž‘μ§€μ‚¬μ˜ κ²½μ˜μžκ°€
02:16
actually circulated a memo entitled:
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이런 λ©”λͺ¨λ₯Ό νšŒλžŒμ‹œν‚¨ 적이 μžˆμŠ΅λ‹ˆλ‹€.
02:18
"Forbidding Discussion Among Employees of Salary Received."
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"직원간 급여에 λŒ€ν•œ λ…Όμ˜λ₯Ό κΈˆμ§€ν•¨"
02:21
"Forbidding" discussion among employees of salary received.
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직원듀끼리 κΈ‰μ—¬κ°€ μ–Όλ§Œμ§€ μ–˜κΈ°ν•˜λŠ” κ±Έ "κΈˆμ§€"ν•œλ‹€λŠ” κ±°μ£ .
02:25
Now that memo didn't sit well with everybody.
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μ§€κΈˆκ°™μœΌλ©΄ 그런 λ©”λͺ¨λ₯Ό 받아듀일 μ‚¬λžŒμ€ 아무도 μ—†μ£ .
02:27
New York literary figures Dorothy Parker,
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λ‰΄μš• λ¬Έν•™κ³„μ˜ λ„λ‘œμ‹œ 파컀
02:29
Robert Benchley and Robert Sherwood,
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λ‘œλ²„νŠΈ 벀츠리, λ‘œλ²„νŠΈ μ…”μš°λ“œ
02:31
all writers in the Algonquin Round Table,
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λͺ¨λ“  μž‘κ°€λ“€μ΄ 원탁에 λ‘˜λŸ¬ 앉아
02:33
decided to stand up for transparency
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κΈ‰μ—¬ 투λͺ…성을 μ§€μ§€ν•˜κΈ°λ‘œ ν•˜κ³ 
02:35
and showed up for work the next day
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λ‹€μŒ 날에 직μž₯에 λ‚˜νƒ€λ‚¬μŠ΅λ‹ˆλ‹€.
02:37
with their salary written on signs hanging from their neck.
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자기 급여앑이 쓰여진 푯말을 각자의 λͺ©μ— κ±Έκ³  말이죠.
02:40
(Laughter)
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(μ›ƒμŒ)
02:42
Imagine showing up for work
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직μž₯에 그러고 κ°„λ‹€κ³  μƒμƒν•΄λ³΄μ„Έμš”.
02:44
with your salary just written across your chest for all to see.
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λͺ¨λ‘κ°€ λ³Ό 수 있게 κ°€μŠ΄μ— 자기 월급을 써 λΆ™μ΄λŠ” κ±°μ£ .
02:49
But why would a company even want to discourage salary discussions?
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그런데 μ™œ νšŒμ‚¬λŠ” κΈ‰μ—¬ ν˜‘μƒμ„ λͺ»ν•˜κ²Œ λ§Œλ“€κ³  μ‹Άμ„κΉŒμš”?
02:52
Why do some people go along with it, while others revolt against it?
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λˆ„κ΅¬λŠ” 보수λ₯Ό κ·ΈλŒ€λ‘œ 받아듀이고, λˆ„κ΅¬λŠ” κ±°λΆ€ν•˜λŠ” μ΄μœ λŠ” λ­˜κΉŒμš”?
02:57
It turns out that in addition to the assumed reasons,
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이 이유λ₯Ό 좔정해보면 결둠은 이렇죠.
03:00
pay secrecy is actually a way to save a lot of money.
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사싀은 κΈ‰μ—¬ λΉ„λ°€μœ μ§€λŠ” λΉ„μš©μ„ μ ˆμ•½ν•˜κΈ° μœ„ν•œ μˆ˜λ‹¨μž…λ‹ˆλ‹€.
03:04
You see, keeping salaries secret
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λ³΄μ„Έμš”. κΈ‰μ—¬λ₯Ό λΉ„λ°€λ‘œ ν•˜λ©΄
03:06
leads to what economists call "information asymmetry."
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κ²½μ œν•™μžλ“€μ΄ λ§ν•˜λŠ” "μ •λ³΄μ˜ λΉ„λŒ€μΉ­μ„±"이 μΌμ–΄λ‚©λ‹ˆλ‹€.
03:09
This is a situation where, in a negotiation,
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λ§ν•˜μžλ©΄ 이런 상황인거죠.
03:11
one party has loads more information than the other.
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μ—°λ΄‰ν˜‘μƒμ—μ„œ ν•œμͺ½ 편이 λ‹€λ₯Έ νŽΈλ³΄λ‹€ 훨씬 λ§Žμ€ 정보λ₯Ό κ°–κ²Œ λ˜λŠ” κ²λ‹ˆλ‹€.
03:14
And in hiring or promotion or annual raise discussions,
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κ³ μš©μ΄λ‚˜ μŠΉμ§„, 급여인상을 λ…Όμ˜ν•  λ•Œ
03:18
an employer can use that secrecy to save a lot of money.
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μ‚¬μš©μžλŠ” λ§Žμ€ λΉ„μš©μ„ 쀄이기 μœ„ν•΄ κ·Έ 비밀정보λ₯Ό ν™œμš©ν•  수 있게 λ©λ‹ˆλ‹€.
03:22
Imagine how much better you could negotiate for a raise
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λͺ¨λ“  μ§μ›μ˜ κΈ‰μ—¬λ₯Ό μ•Œκ³  μžˆμ„ λ•Œ, 급여인상을 μœ„ν•œ ν˜‘μƒμ—μ„œ
03:25
if you knew everybody's salary.
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μ–Όλ§ˆλ‚˜ μœ λ¦¬ν• μ§€ μƒκ°ν•΄λ³΄μ„Έμš”.
03:29
Economists warn that information asymmetry
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κ²½μ œν•™μžλ“€μ€ 그런 정보 λΉ„λŒ€μΉ­μ„±μ΄
03:32
can cause markets to go awry.
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μ‚°μ—…μ‹œμž₯을 κ΅λž€μ‹œν‚¨λ‹€κ³  κ²½κ³ ν•©λ‹ˆλ‹€.
03:33
Someone leaves a pay stub on the copier,
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λˆ„κ΅°κ°€ μ‹€μˆ˜λ‘œ κΈ‰μ—¬λͺ…μ„Έμ„œλ₯Ό 볡사기 μœ„μ— λ‘μ—ˆλŠ”λ°
03:35
and suddenly everybody is shouting at each other.
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κ°‘μžκΈ° λͺ¨λ“ μ‚¬λžŒλ“€μ—κ²Œ μ†Œλ¬Έμ΄ λ‚©λ‹ˆλ‹€.
03:38
In fact, they even warn
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사싀, κ²½μ œν•™μžλ“€μ€ 심지어
03:40
that information asymmetry can lead to a total market failure.
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κ·Έ 정보 λΉ„λŒ€μΉ­μ„±μ΄ μ‹œμž₯전체λ₯Ό λΆ•κ΄΄μ‹œν‚¬ μˆ˜λ„ μžˆλ‹€κ³  κ²½κ³ ν•©λ‹ˆλ‹€.
03:46
And I think we're almost there.
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μ œκ°€ λ³΄κΈ°μ—λŠ” 거의 κ·Έ μ§€κ²½κΉŒμ§€ μ™”μŠ΅λ‹ˆλ‹€.
03:48
Here's why:
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κ·Έ μ΄μœ λŠ” μ΄λ ‡μŠ΅λ‹ˆλ‹€.
03:49
first, most employees have no idea how their pay compares to their peers'.
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첫 번째둜, 쒅업원 λŒ€λΆ€λΆ„μ€ λ™λ£Œμ— λΉ„ν•΄ 자기 월급이 μ–Όλ§Œμ§€ μ „ν˜€ λͺ°λΌμš”.
03:54
In a 2015 survey of 70,000 employees,
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2015년에 7만 λͺ… κ·Όλ‘œμžλ“€μ„ λŒ€μƒμœΌλ‘œ ν•œ 쑰사 결과에 λ”°λ₯΄λ©΄
03:58
two-thirds of everyone who is paid at the market rate
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일반 κΈ°μ€€μ˜ κΈ‰μ—¬λ₯Ό λ°›λŠ” μ‚¬λžŒλ“€μ˜ 3λΆ„μ˜ 2κ°€
04:02
said that they felt they were underpaid.
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μžμ‹ μ΄ κΈ°μ€€ μ΄ν•˜μ˜ κΈ‰μ—¬λ₯Ό λ°›λŠ” 것같닀고 λŒ€λ‹΅ν–ˆμŠ΅λ‹ˆλ‹€.
04:05
And of everybody who felt that they were underpaid,
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κ·Έλ ‡κ²Œ κΈ°μ€€ μ΄ν•˜μ˜ κΈ‰μ—¬λ₯Ό λ°›λŠ”λ‹€κ³  λ‹΅ν•œ μ‚¬λžŒλ“€ μ€‘μ˜
04:07
60 percent said that they intended to quit,
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60%λŠ” νšŒμ‚¬λ₯Ό κ·Έλ§Œλ‘˜ 의ν–₯이 μžˆλ‹€κ³  λ‹΅ν–ˆμ£ .
04:10
regardless of where they were -- underpaid, overpaid
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μ‹€μ œλ‘œ 기쀀보닀 적게 λ°›λ“ , 많이 λ°›λ“ ,
04:13
or right at the market rate.
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κΈ°μ€€λŒ€λ‘œ 받든지 μƒκ΄€μ—†μ΄μš”.
04:16
If you were part of this survey, what would you say?
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μ—¬λŸ¬λΆ„μ΄λΌλ©΄ 이런 쑰사에 뭐라고 λ‹΅ν•˜μ‹œκ² μ–΄μš”?
04:18
Are you underpaid?
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기쀀보닀 적게 λ°›μœΌμ‹œλ‚˜μš”?
04:19
Well, wait -- how do you even know,
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μ•„ μž μ‹œλ§Œμš”, κ·Έκ±Έ μ–΄λ–»κ²Œ μ•Œμ£ ?
04:22
because you're not allowed to talk about it?
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κΈ‰μ—¬ κ³΅κ°œκ°€ κΈˆμ§€λ˜μ–΄ μžˆλŠ”λ°λ„μš”.
04:24
Next, information asymmetry, pay secrecy,
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λ‹€μŒμœΌλ‘œ, μ •λ³΄μ˜ λΉ„λŒ€μΉ­μ„±, κΈ‰μ—¬ λΉ„λ°€μœ μ§€λŠ”
04:28
makes it easier to ignore the discrimination
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차별을 μ™Έλ©΄ν•˜κΈ° μ‰½κ²Œ λ§Œλ“­λ‹ˆλ‹€.
04:31
that's already present in the market today.
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μ˜€λŠ˜λ‚  μ‚°μ—…μ‹œμž₯에 이미 λ§Œμ—°ν•œ ν˜„μƒμ΄μ£ .
04:34
In a 2011 report from the Institute for Women's Policy Research,
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μ—¬μ„±μ •μ±…μ—°κ΅¬μ›μ˜ 2011λ…„ λ³΄κ³ μ„œμ— λ”°λ₯΄λ©΄
04:37
the gender wage gap between men and women
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남녀 μž„κΈˆ 격차가 23%μ˜€μŠ΅λ‹ˆλ‹€.
04:40
was 23 percent.
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04:42
This is where that 77 cents on the dollar comes from.
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남성이 1λ‹¬λŸ¬ 받을 λ•Œ 여성은 77μ„ΌνŠΈλ§Œ λ°›λŠ” κ±°μ£ .
04:45
But in the Federal Government,
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ν•˜μ§€λ§Œ μ—°λ°©μ •λΆ€λŠ”
04:47
where salaries are pinned to certain levels
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월급이 ν˜Έλ΄‰μœΌλ‘œ μ •ν•΄μ Έ 있죠.
04:49
and everybody knows what those levels are,
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κ·Έ ν˜Έλ΄‰ 단계λ₯Ό λˆ„κ΅¬λ‚˜ μ•Œκ³  μžˆμŠ΅λ‹ˆλ‹€.
μ—°λ°©μ •λΆ€μ˜ 남녀 μž„κΈˆκ²©μ°¨λŠ” 11%κΉŒμ§€ 쀄어듀어 μžˆμŠ΅λ‹ˆλ‹€.
04:51
the gender wage gap shrinks to 11 percent --
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04:53
and this is before controlling for any of the factors
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그리고 이 μˆ˜μΉ˜λŠ” κ²½μ œν•™μžλ“€μ΄ μž„κΈˆκ²©μ°¨ μš”μΈμ„ 관리할지 말지λ₯Ό
04:55
that economists argue over whether or not to control for.
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λ…ΌμŸν•˜κΈ°λ„ μ „μ˜ μˆ˜μΉ˜μž…λ‹ˆλ‹€.
04:59
If we really want to close the gender wage gap,
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남녀 μž„κΈˆκ²©μ°¨λ₯Ό 정말 쀄이고 μ‹Άλ‹€λ©΄
05:01
maybe we should start by opening up the payroll.
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κΈ‰μ—¬ λͺ©λ‘μ„ κ³΅κ°œν•˜λŠ” 것뢀터 μ‹œμž‘ν•΄μ•Όμ£ .
05:04
If this is what total market failure looks like,
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전체 μ‚°μ—…μ‹œμž₯이 λΆ•κ΄΄ν•  것 κ°™λ‹€λ©΄
05:08
then openness remains the only way to ensure fairness.
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κΈ‰μ—¬λ₯Ό κ³΅κ°œν•˜λŠ” 것이 곡정성을 κΈ°ν•  수 μžˆλŠ” μœ μΌν•œ λ°©λ²•μž…λ‹ˆλ‹€.
05:12
Now, I realize that letting people know what you make
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μžκΈ°κ°€ μ–Όλ§ˆλ‚˜ λ²„λŠ”μ§€ μ‚¬λžŒλ“€μ—κ²Œ μ•Œλ¦¬λŠ” 게
05:14
might feel uncomfortable,
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λΆˆνŽΈν•˜κ²Œ λŠκ»΄μ§€λ©΄μ„œλ„
05:16
but isn't it less uncomfortable
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이런 건 덜 λΆˆνŽΈν•œκ°€μš”?
05:18
than always wondering if you're being discriminated against,
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μžκΈ°κ°€ 차별받고 μžˆλŠ” 건 μ•„λ‹Œμ§€ 늘 κΆκΈˆν•΄ν•˜κ±°λ‚˜
05:20
or if your wife or your daughter or your sister is being paid unfairly?
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λΆ€μΈμ΄λ‚˜ λ”Έ, 여동생이 λΆ€λ‹Ήν•œ κΈ‰μ—¬λ₯Ό λ°›κ³  μžˆλŠ” 건 λΆˆνŽΈν•˜μ§€ μ•ŠμœΌμ„Έμš”?
05:25
Openness remains the best way to ensure fairness,
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κΈ‰μ—¬ κ³΅κ°œλŠ” 곡정성을 ν™•λ³΄ν•˜λŠ” μ΅œμ„ μ˜ λ°©λ²•μž…λ‹ˆλ‹€.
05:29
and pay transparency does that.
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κΈ‰μ—¬ 투λͺ…성도 λ§ˆμ°¬κ°€μ§€μ£ .
05:31
That's why entrepreneurial leaders and corporate leaders
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λͺ‡λͺ‡ κΈ°μ—… κ²½μ˜μžμ™€ 사업주듀이
05:34
have been experimenting with sharing salaries for years.
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μ§€λ‚œ λͺ‡λ…„κ°„ κΈ‰μ—¬ 곡개λ₯Ό μ‹œν—˜μ μœΌλ‘œ μ‹€μ‹œν•΄ λ³Έ μ΄μœ κ°€ λ°”λ‘œ κ·Έ λ•Œλ¬Έμž…λ‹ˆλ‹€.
05:37
Like Dane Atkinson.
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데인 μ•³ν‚¨μŠ¨ 같은 μ‚¬λžŒμ΄μ£ .
05:38
Dane is a serial entrepreneur who started many companies
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κ·ΈλŠ” κΈ‰μ—¬ λΉ„κ³΅κ°œ 쑰건으둜 μ—¬λŸ¬ 개의 νšŒμ‚¬λ₯Ό μ‹œμž‘ν•œ
05:42
in a pay secrecy condition
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연쇄 μ°½μ—…κ°€μž…λ‹ˆλ‹€.
05:44
and even used that condition to pay two equally qualified people
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κ·ΈλŠ” 심지어 κ·Έ 쑰건을 μ΄μš©ν•΄μ„œ λ™μΌν•œ 자격의 직원 두 λͺ…에 λŒ€ν•΄μ„œ
05:47
dramatically different salaries,
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μ—°λ΄‰ν˜‘μƒμ„ μ–Όλ§ˆλ‚˜ 잘 ν•˜λŠλƒμ— 따라
05:49
depending on how well they could negotiate.
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κ·Ήλ‹¨μ μœΌλ‘œ λ‹€λ₯Έ μˆ˜μ€€μ˜ κΈ‰μ—¬λ₯Ό μ§€κΈ‰ν–ˆμŠ΅λ‹ˆλ‹€.
05:52
And Dane saw the strife that happened as a result of this.
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데인은 κ·Έ λ•Œλ¬Έμ— κ°ˆλ“±μ΄ μƒκΈ°λŠ” κ±Έ μ§€μΌœλ΄€μ£ .
05:55
So when he started his newest company, SumAll,
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κ·Έλž˜μ„œ μ΅œκ·Όμ— μ„¬μ˜¬μ‚¬λ₯Ό μ°½μ—…ν•  λ•ŒλŠ”
05:58
he committed to salary transparency from the beginning.
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μ‹œμž‘λΆ€ν„° κΈ‰μ—¬ 투λͺ…성을 곡개적으둜 λ°ν˜”μŠ΅λ‹ˆλ‹€.
06:01
And the results have been amazing.
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κ·Έ κ²°κ³ΌλŠ” 놀라웠죠.
06:04
And in study after study,
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κ³„μ†λœ 연ꡬ결과,
06:06
when people know how they're being paid
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μžμ‹ μ˜ κΈ‰μ—¬ μˆ˜μ€€μ„ μ•Œκ³ 
06:07
and how that pay compares to their peers',
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λ™λ£Œμ— λΉ„ν•΄ μ–Όλ§ˆλ‚˜ λ°›λŠ”μ§€ μ•Œκ²Œ 되면
06:10
they're more likely to work hard to improve their performance,
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μžμ‹ μ˜ μ„±κ³Όλ₯Ό 높이기 μœ„ν•΄ 더 λ…Έλ ₯ν•˜κ³ 
06:12
more likely to be engaged, and they're less likely to quit.
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일에 더 λͺ°λ‘ν•˜λ©°, νšŒμ‚¬λ₯Ό κ·Έλ§Œλ‘λ €λŠ” 생각도 μ€„μ–΄λ“€μ—ˆμŠ΅λ‹ˆλ‹€.
06:15
That's why Dane's not alone.
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데인의 경우뿐만 μ•„λ‹ˆλΌ
06:17
From technology start-ups like Buffer,
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κΈ°μˆ λΆ„μ•Ό 신생기업인 λ²„νΌμ‚¬λ‚˜
06:19
to the tens of thousands of employees at Whole Foods,
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수만 λͺ…μ˜ 근둜자λ₯Ό λ‘” ν™€ν‘Έλ“œμ‚¬λŠ”
06:23
where not only is your salary available for everyone to see,
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μ§μ›μ˜ κΈ‰μ—¬λ₯Ό λͺ¨λ‘κ°€ λ³Ό 수 있게 ν•  뿐만 μ•„λ‹ˆλΌ
06:26
but the performance data for the store and for your department
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점포와 λΆ€μ„œλ³„ μ‹€μ μžλ£Œλ₯Ό
06:29
is available on the company intranet
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νšŒμ‚¬λ‚΄λΆ€ 전산망에 κ²Œμ‹œν•˜μ—¬
06:31
for all to see.
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μ§μ›λ“€μ—κ²Œ κ³΅κ°œν•˜κ³  μžˆμŠ΅λ‹ˆλ‹€.
06:33
Now, pay transparency takes a lot of forms.
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κΈ‰μ—¬ 투λͺ…μ„±μ˜ ν˜•νƒœλŠ” μ—¬λŸ¬κ°€μ§€μž…λ‹ˆλ‹€.
06:36
It's not one size fits all.
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ν•œ 가지 λ°©λ²•λ§Œ μžˆλŠ” 건 μ•„λ‹ˆμ—μš”.
06:38
Some post their salaries for all to see.
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μ–΄λ””λŠ” μ§μ›λ“€μ˜ κΈ‰μ—¬λ₯Ό κ³΅κ°œλ°œν‘œν•˜κ³ 
06:40
Some only keep it inside the company.
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μ–΄λ””λŠ” νšŒμ‚¬ λ‚΄λΆ€μ—λ§Œ κ³΅κ°œν•©λ‹ˆλ‹€.
06:42
Some post the formula for calculating pay,
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μ–΄λ””λŠ” κΈ‰μ—¬ 계산식을 κ³΅κ°œν•˜κ±°λ‚˜
06:45
and others post the pay levels
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μ•„λ‹ˆλ©΄ ν˜Έλ΄‰ ν…Œμ΄λΈ”μ„ κ³΅κ°œν•˜κ³ 
06:47
and affix everybody to that level.
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ν˜Έλ΄‰λ³„ 직원 λͺ…단을 μ²¨λΆ€ν•˜μ£ .
06:49
So you don't have to make signs
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푯말을 λ§Œλ“€μ–΄μ„œ
06:51
for all of your employees to wear around the office.
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λͺ¨λ“  직원이 μ‚¬λ¬΄μ‹€μ—μ„œ κ±Έκ³  λ‹€λ‹ˆμ§€ μ•Šμ•„λ„ λ©λ‹ˆλ‹€.
06:53
And you don't have to be the only one wearing a sign
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μ§‘μ—μ„œ 푯말을 λ§Œλ“€μ–΄μ™€μ„œ 혼자 κ±Έκ³  닀닐 ν•„μš”μ—†μ–΄μš”.
06:56
that you made at home.
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06:58
But we can all take greater steps towards pay transparency.
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우리 λͺ¨λ‘κ°€ κΈ‰μ—¬ 투λͺ…μ„±μœΌλ‘œ ν–₯ν•˜λŠ” μœ„λŒ€ν•œ μ²«λ°œμ„ 딛을 수 μžˆμŠ΅λ‹ˆλ‹€.
07:02
For those of you that have the authority
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κΈ‰μ—¬ 투λͺ…성을 μ‹€μ‹œν• 
07:04
to move forward towards transparency:
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κΆŒν•œμ„ 가진 뢄이 이쀑에 κ³„μ‹œλ‹€λ©΄
07:06
it's time to move forward.
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λ°”λ‘œ μ§€κΈˆμ΄ μ‹œμž‘ν•  λ•Œ μž…λ‹ˆλ‹€.
07:07
And for those of you that don't have that authority:
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μ—¬λŸ¬λΆ„μ—κ²Œ 그럴 κΆŒν•œμ΄ μ—†λ‹€λ©΄
07:10
it's time to stand up for your right to.
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λ°”λ‘œ μ§€κΈˆμ΄ μ—¬λŸ¬λΆ„μ˜ ꢌ리λ₯Ό μ£Όμž₯ν•  λ•Œμ˜ˆμš”.
07:13
So how much do you get paid?
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자 그럼, 월급을 μ–Όλ§ˆλ‚˜ λ°›μœΌμ‹œμ£ ?
07:16
And how does that compare to the people you work with?
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λ™λ£Œλ“€μ— λΉ„ν•˜λ©΄ μ–Όλ§ˆλ‚˜ 되죠?
07:19
You should know.
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κΌ­ μ•Œμ•„μ•Ό ν•©λ‹ˆλ‹€.
07:21
And so should they.
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λͺ¨λ‘κ°€ μ•Œμ•„μ•Ό ν•΄μš”.
07:23
Thank you.
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κ°μ‚¬ν•©λ‹ˆλ‹€.
07:25
(Applause)
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(λ°•μˆ˜)
이 μ›Ήμ‚¬μ΄νŠΈ 정보

이 μ‚¬μ΄νŠΈλŠ” μ˜μ–΄ ν•™μŠ΅μ— μœ μš©ν•œ YouTube λ™μ˜μƒμ„ μ†Œκ°œν•©λ‹ˆλ‹€. μ „ 세계 졜고의 μ„ μƒλ‹˜λ“€μ΄ κ°€λ₯΄μΉ˜λŠ” μ˜μ–΄ μˆ˜μ—…μ„ 보게 될 κ²ƒμž…λ‹ˆλ‹€. 각 λ™μ˜μƒ νŽ˜μ΄μ§€μ— ν‘œμ‹œλ˜λŠ” μ˜μ–΄ μžλ§‰μ„ 더블 ν΄λ¦­ν•˜λ©΄ κ·Έκ³³μ—μ„œ λ™μ˜μƒμ΄ μž¬μƒλ©λ‹ˆλ‹€. λΉ„λ””μ˜€ μž¬μƒμ— 맞좰 μžλ§‰μ΄ μŠ€ν¬λ‘€λ©λ‹ˆλ‹€. μ˜κ²¬μ΄λ‚˜ μš”μ²­μ΄ μžˆλŠ” 경우 이 문의 양식을 μ‚¬μš©ν•˜μ—¬ λ¬Έμ˜ν•˜μ‹­μ‹œμ˜€.

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