英語新聞之基金行業(yè)男女差別

Women working at UK asset managers receivebonuses that are as much as 70 per cent below theirmale colleagues in revelations that will pile pressureon a sector that has been branded “pale, male andstale” to tackle its wide gender pay gap.

在英國資產(chǎn)管理公司工作的女性獲得的獎金比男性同事低70%，這一消息將對一個被貼上“白人、男性和陳腐”標(biāo)簽的行業(yè)加大壓力，推動它解決巨大的男女薪酬差距。

According to initial data that companies have filed tocomply with new UK rules, salaries for womenworking in the fund industry are up to 40 per centless than those paid to men, while the gap on bonuses is up to 72 per cent.

根據(jù)企業(yè)為遵守英國新規(guī)而申報的初步數(shù)據(jù)，在基金行業(yè)工作的女性薪資比男性薪資低40%，而獎金的差距則高達72%。

Fund managers linked the difference in pay to the lack of senior women in their organisations,as well as more women working part-time.

基金經(jīng)理們將薪酬差異與兩個事實聯(lián)系在一起：一是所在公司擔(dān)任高級職位的女性較少，二是從事兼職工作的女性相對較多。

Bev Shah, founder of CityHive, a network for women in finance, said it will be interesting towatch how these numbers change over the years.

金融業(yè)女性網(wǎng)絡(luò)CityHive的創(chuàng)始人比夫?沙阿(Bev Shah)表示，觀察這些數(shù)字在未來幾年將如何變化將很有意思。

“It’s not a surprise to anyone that the gender pay gap numbers for asset management are howthey are. You just need to open your eyes and walk around the investment floors to see howthe numbers will look,” she said.

“資產(chǎn)管理行業(yè)男女薪資差距的現(xiàn)狀不應(yīng)該讓任何人意外。你只需要睜大眼睛，去各家投資公司轉(zhuǎn)一轉(zhuǎn)，就能看出這些數(shù)字將會是什么樣子，”她說。

Standard Life Aberdeen, the merged company that has created the UK’s largest-listed assetmanager, said on Friday men were paid on average 34 per cent more than women at Aberdeen,and 42 per cent more than women in Standard Life.

英國最大上市資產(chǎn)管理公司、由標(biāo)準(zhǔn)人壽和阿伯丁合并而成的標(biāo)準(zhǔn)人壽阿伯丁(Standard Life Aberdeen,SLA)最近表示，在阿伯丁，男性薪酬平均比女性高出34%，而在標(biāo)準(zhǔn)人壽，男性薪酬平均比女性高出42%。

“The truth of the matter is we need to do better,” said Keith Skeoch, co-chief executive ofSLA. “We have to work harder and put programmes in place to improve gender and diversityacross the piece.”

“問題的真相是，我們需要做得更好，”SLA聯(lián)席首席執(zhí)行官基思?斯凱奧克(Keith Skeoch)說，“我們必須更加努力地工作，落實全面改善性別均衡和多元化的計劃。”

Axa Investment Managers reported an average bonus gap of almost 72 per cent, and anaverage hourly pay rate gap of 30 per cent.

安盛投資管理公司(Axa Investment Managers)報告稱，其男女平均獎金差距接近72%，而平均時薪酬差距為30%。

Andrea Rossi, chief executive of Axa IM, said the investment house was taking “meaningfulaction to address its gender pay gap”. Women accounted for 36 per cent of Axa IM’smanagement board and executive committee.

安盛的首席執(zhí)行官安德里亞?羅西(Andrea Rossi)表示，這家投資公司正采取“有意義的行動來消除男女薪酬差距”。在安盛的管理委員會和執(zhí)行委員會中，女性比例為36%。

“We need to do more,” Mr Rossi said. “We know that attracting more women into our workforceand supporting their progress into senior roles is vitally important; not only because it is theright thing to do but also because it’s essential to the commercial success of our business.”

“我們需要做得更多，”羅西表示，“我們知道，吸引更多女性加入我們的員工隊伍，并支持她們晉升高級職位是至關(guān)重要的;不僅因為這是正確的事情，而且因為這對我們企業(yè)的商業(yè)成功必不可少。”

Under new rules, companies across the UK with 250 employees or more have to report theirgender pay gap data ahead of an April deadline.

根據(jù)新規(guī)，雇員人數(shù)達到或高于250人的英國公司，必須在4月的最后期限之前報告其男女薪資差距數(shù)據(jù)。

Franklin Templeton had an average bonus gap of almost 69 per cent, as well as an average paygap of 28 per cent. Aviva Investors’ average pay gap for 2017 stood at almost 24 per cent,while its average bonus gap was 46 per cent.

富蘭克林鄧普頓(Franklin Templeton)的平均獎金差距接近69%，平均薪酬差距為28%。英杰華投資集團公司(Aviva Investors) 2017年的平均薪酬差距接近24%，而平均獎金差距為46%。

A poll of more than 500 FTfm readers last year found that 80 per cent believed transparencyover the gender pay gap would improve equality for women in the fund industry.

去年對500多名FTfm讀者進行的一項調(diào)查發(fā)現(xiàn)，80%的受訪者認(rèn)為，在男女收入差距方面具有透明度，將有助于推動基金行業(yè)的性別平等。

Fewer than 10 per cent of respondents said they felt women in the fund industry were paid thesame as men for similar roles.

不到10%的受訪者表示，他們覺得基金行業(yè)的女性獲得了與類似職位男性相同的薪酬。

Fidelity International, which has an average bonus gap of 69 per cent and a salary gap of 23per cent, said it was “committed to fairness and equality, and closing the gender pay gap is akey priority for our business”.

富達國際(Fidelity International)的平均獎金差距為69%，薪酬差距為23%。該公司表示，它“致力于公平和平等，消除男女薪酬差距是本公司的關(guān)鍵優(yōu)先事項”。

“It is worth being clear this is not an issue of equal pay, we are confident of our approach toequal pay and regularly carry out audits across the firm in this respect,” Fidelity said.

“值得明確的是，這不是一個同工同酬問題，我們對公司在同工同酬方面的措施有信心，并定期在全公司范圍進行這方面的審查，”富達說。

Last month, the UK government wrote to some of the largest asset managers in the country tourge them to take steps to improve gender equality in their companies. This included Amundi,Pimco, Vanguard, Goldman Sachs Asset Management, JPMorgan Asset Management and UBSAsset Management.

上月，英國政府致信在英經(jīng)營的一些最大資產(chǎn)管理公司，敦促它們采取措施改善男女平等狀況。這些公司包括Amundi、太平洋投資管理公司(Pimco)、先鋒(Vanguard)、高盛資產(chǎn)管理公司(Goldman Sachs AssetManagement)、摩根大通資產(chǎn)管理公司(JPMorgan Asset Management)和瑞銀資產(chǎn)管理公司(UBS AssetManagement)。