為了只給員工最低工資，優(yōu)步Uber用了個算法
According to an article on The Information (paywall), Uber reportedly implemented an algorithm to figure out the lowest possible offer it could give to new hires.
根據(jù)The Information（paywall）上的文章所說，據(jù)說Uber實行了一個算法來實現(xiàn)給新員工發(fā)放最低薪酬的目標。
Investors were supposedly becoming worried that the company was doling out too much equity, so Travis Kalanick allegedly approved this new system in 2024, which helped the company save millions of dollars by significantly reducing what it offered to applicants.
據(jù)說可能因為投資者開始擔心公司發(fā)放的股權(quán)過多，所以2024年特拉維斯·卡蘭尼克啟用了這個新的算法，通過大幅降低求職者的工資這種方式幫助公司節(jié)省了數(shù)百美元。
The computer program factored in a candidate's previous pay and stock options to calculate the offer, and since women are systematically paid less, a perhaps unintended result was that the algorithm helped perpetuate the gender wage gap.
這個電腦程序把求職者此前的工資和股票期權(quán)均計算在內(nèi)，然后得出一個可提供給求職者的工資水平，然而因為女性的工資通常比男性的低，所以這種用這種算法有可能會得到讓人意想不到的結(jié)果，就是使男女收入差距持久存在。
Of course this practice isn't exclusive to Uber; asking about previous pay has been such a driving factor in keeping the pay gap in place that Massachusetts recently signed a law outlawing the practice. Uber just found a way to automate it.
當然無獨有偶，除Uber外也存在采取同樣方法的公司。詢問求職者之前的工資一直以來都是收入差異無法消除的驅(qū)動因素。為此，馬薩諸塞州最近通過了法律來禁止這種做法。而Uber是換湯不換藥，把這種方法自動化了。
According to an article on The Information (paywall), Uber reportedly implemented an algorithm to figure out the lowest possible offer it could give to new hires.
根據(jù)The Information（paywall）上的文章所說，據(jù)說Uber實行了一個算法來實現(xiàn)給新員工發(fā)放最低薪酬的目標。
Investors were supposedly becoming worried that the company was doling out too much equity, so Travis Kalanick allegedly approved this new system in 2024, which helped the company save millions of dollars by significantly reducing what it offered to applicants.
據(jù)說可能因為投資者開始擔心公司發(fā)放的股權(quán)過多，所以2024年特拉維斯·卡蘭尼克啟用了這個新的算法，通過大幅降低求職者的工資這種方式幫助公司節(jié)省了數(shù)百美元。
The computer program factored in a candidate's previous pay and stock options to calculate the offer, and since women are systematically paid less, a perhaps unintended result was that the algorithm helped perpetuate the gender wage gap.
這個電腦程序把求職者此前的工資和股票期權(quán)均計算在內(nèi)，然后得出一個可提供給求職者的工資水平，然而因為女性的工資通常比男性的低，所以這種用這種算法有可能會得到讓人意想不到的結(jié)果，就是使男女收入差距持久存在。
Of course this practice isn't exclusive to Uber; asking about previous pay has been such a driving factor in keeping the pay gap in place that Massachusetts recently signed a law outlawing the practice. Uber just found a way to automate it.
當然無獨有偶，除Uber外也存在采取同樣方法的公司。詢問求職者之前的工資一直以來都是收入差異無法消除的驅(qū)動因素。為此，馬薩諸塞州最近通過了法律來禁止這種做法。而Uber是換湯不換藥，把這種方法自動化了。
