（翻译：红楼里的小石头）
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.
根据The Information（paywall）上的文章所说，据说Uber实行了一个算法来实现给新员工发放最低薪酬的目标。
Investors were supposedly becoming worried that the company was doling out too much equity, so Travis Kalanick allegedly approved this new system in 2015, which helped the company save millions of dollars by significantly reducing what it offered to applicants.
据说可能因为投资者开始担心公司发放的股权过多，所以2015年特拉维斯·卡兰尼克启用了这个新的算法，通过大幅降低求职者的工资这种方式帮助公司节省了数百美元。
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.
这个电脑程序把求职者此前的工资和股票期权均计算在内，然后得出一个可提供给求职者的工资水平，然而因为女性的工资通常比男性的低，所以这种用这种算法有可能会得到让人意想不到的结果，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.
当然无独有偶，除Uber外也存在采取同样方法的公司。询问求职者之前的工资一直以来都是收入差异无法消除的驱动因素。为此，马萨诸塞州最近通过了法律来禁止这种做法。而Uber是换汤不换药，把这种方法自动化了。
