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過去十年，歷來由男性主導的高薪職業里女性不斷取得突破。到2016年，法學院錄取的女生人數超過男生，醫學院也類似。

如此多的女性進入待遇優厚的領域，可能讓人覺得兩性的收入差距會縮小。遺憾的是，事實并非如此。女性與男性收入差距變化不僅陷入停滯，而且在某些高薪行業收入差距還最明顯。

美國大學女性協會（AAUW）最近分析美國勞工部人口調查局的數據發現，女性外科和內科醫生每掙0.71美元的收入，男同事收入為1美元，收入差距達到29%。而整體來看，男性掙1美元收入時，女性可以掙到0.8美元，也就是說，兩性醫生收入差距比社會整體差距高出9個百分點。

兩性金融業經理收入差距更大，達到35%。在法律領域，男性的平均年薪為14.027萬美元，比女性的10.6873萬美元多達24%。

為何高薪行業的男女收入差距如此之大？有一串熟悉的理由可以解釋：女性在自身領域往往選擇收入偏低的工作及專業。比如女醫生更傾向從事小兒科的工作，而不是報酬更相對優厚的骨外科。此外，在很多專業領域任務最為繁重時，女性通常已為人母。于是，家庭責任可能影響長時間辛苦工作，而要晉升高層或者合伙人級別努力工作相當有必要。

還有跡象顯示，即使是成就最突出的職業女性，和公司協商薪水時也沒有男性積極主動。長遠來看對收入會形成滾雪球一樣的巨大影響，因為用人單位一般根據員工此前的收入設定薪資水平。

現實是，性別歧視和男性至上主義明顯對兩性收入差距有影響，特別是在男性的傳統優勢職業。

現在，是時候改變了。畢竟，兩性收入差距不單單是女性面臨的問題。如今，負責養家糊口的女性越來越多，尤其是在專業領域，男女收入差距對所有人都造成傷害：孩子、家庭、社群，乃至整個社會。專業的行業亟需順應時代，滿足職場的新需求，不要好像還停留在熱播家庭喜劇《天才小麻煩》的上世紀五六十年代。

幸運的是，有些好苗頭已經出現。女權運動#MeToo掀起了美國全國范圍的對話，人們開始關注尊重女性的重要性，還有什么能比男女收入平等更體現尊重女性？很多商界領袖渴望吸引80、90后的所謂“千禧一代”才俊。他們認識到，員工需要也期待包容與平等。因此，包括Adobe和Salesforce在內，更多的企業定期進行薪資調查，發現可能存在的收入不平等，然后做必要調整。一些企業開始明白，管理層增加女性人數的必要性和價值，也要改進經營方式和企業文化，支持女性發展。這不僅關乎企業的價值取向，也能確保以良好的商業理念作為底線。

此外，我們還發現倡導收入平等的立法已更進一步。在2018年立法議事期，美國40個州和華盛頓特區都有積極縮小收入差距的立法行動。更令人鼓舞的是，費城和鹽湖城之類約20個州和司法轄區已禁止雇主詢問求職者過往薪資，以過往薪水為準正是維持兩性收入差距的常見做法。

毋庸置疑，消除收入差距道路很長。但正因為有種種歷史遺留問題，才要在實踐中引以為鑒，趕上現實的腳步，在高薪的專業領域真正做到不分性別，同工同酬。靠著人們堅持不斷努力，真正實現永久性消除兩性收入差距指日可待。（財富中文網）

作者金·徹奇斯是美國大學女性協會（AAUW）首席執行官。該協會致力于通過宣傳、教育、研究和慈善行動提升女性權益。

譯者：Pessy

審校：夏林

Over the past decade, women have been making serious inroads into high-paying professions traditionally dominated by men. As of 2016, more female students have been enrolled in law schools than male. Ditto for medical schools.

With so many women entering lucrative fields, you might think the gender wage gap would be shrinking. But sadly that’s not the case. Not only is it stagnant, but in fact, women in some of the highest-paying professions are losing out the most relative to men.

A recent American Association of University Women (AAUW) analysis of U.S. Census data found that women physicians and surgeons are compensated only 71 cents for every dollar paid to their male counterparts—a 29% gap, and 9 cents behind the 80 cents on the dollar women are paid overall.

The difference is even more pronounced for financial managers, where there’s a 35% gap. And in the legal field, the average salary for men is $140,270—a full 24% more than the $106,837 women earn.

There’s a familiar litany of explanations for why even high-earning professionals face a big gap: Women tend to gravitate toward lower-paying jobs and specialties within their fields. Female doctors, for instance, are more apt to work in pediatrics than the more lucrative specialty of orthopedic surgery. Additionally, women tend to become moms at the same time when the demands of these professions are the heaviest—and their family responsibilities might hinder them from putting in the grueling hours necessary to become a partner or move into the C-suite.

There’s also evidence that even the most accomplished professional women may not negotiate their salary as aggressively as men do. And that can have a snowball effect on earnings over the long haul, since employers often base people’s pay on their previous compensation.

But the reality is that sexism and discrimination, plain and simple, also play a role in maintaining the stubborn gender wage gap—especially in traditionally male-dominated careers.

Now’s the time to call this out. After all, gender pay equity is not just a women’s issue. With more women assuming the role of primary breadwinners in their families—particularly in professional fields—the gender wage gap hurts everyone: kids, families, communities, and society as a whole. It’s high time for the professional workplace to adapt to accommodate the demands of the new workforce—not continue to operate as if we were still in a Leave It to Beaver episode.

Fortunately, there are hopeful signs on the horizon. The #MeToo national dialogue has focused attention on the importance of treating women with respect—and what better way to show respect than with equal pay? Many business leaders, eager to attract talent from the millennial workforce, realize that employees demand nothing less and expect inclusion and parity. As a result, more firms, including Adobe and Salesforce, are regularly conducting pay audits to identify potential inequities in their compensation—and making the necessary adjustments to achieve pay equality. And some employers understand the need and value of increasing the number of women in their leadership ranks and improving business practices and cultures that support women. Because not only is it values-based, it makes good business sense for the bottom line.

What’s more, we’re seeing pay equity laws move to the next level. During the 2018 legislative sessions, 40 states and Washington, D.C., had active legislation aimed at closing the pay gap. Even more encouragingly, some 20 states and jurisdictions, from Philadelphia to Salt Lake City, now prohibit employers from asking job candidates about their salary history—a practice that has been shown to perpetuate a gender pay gap.

No doubt, we’ve still got a long way to go. But it’s past time for practices to catch up with modern realities, where high-earning professionals get paid what they’re worth no matter their gender. The inroads we’ve been making are getting us on the pathway to close the pay gap once and for all.

Kim Churches is the CEO of the American Association of University Women.