1.事件描述；
2.提出解决措施。（不少于3条）
注意：
1.词数80左右；
2.请按如下格式在答题卡的相应位置作答。
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2 . Jobs that use both technical and creative thinking are among the fastest-growing and highest-paying ones, according to a new report from Burning Glass Technologies, a job market analytics (分析) company in Boston.
It studied millions of job postings to better understand the skills companies require. What they discovered was that many want workers with experience in such new abilities as big-data (数据) gathering and analytics, or design using digital technology.
Burning Glass came up with the term “hybrid jobs” to describe these kinds of positions, which require skills not normally found together. For example, these hybrid jobs might require people with skills in data science and advertising, or engineering and sales. “The jobs of the future don’t involve just one skill,” says Matt Sigelman, chief manager of Burning Glass.
The company expects general job growth of about 10% between 2018 and 2028, but the hybrid jobs by 21%. What’s more, hybrid jobs pay more than positions that call for a traditional set of skills. For example, a marketing manager mastering a database program gets paid 41% more than a traditional one, with an average yearly salary of $100, 000. Moreover, an engineer who improves her sales skills and becomes a consulting engineer for a software company can more than double her pay from $180, 000 to $400, 000.
While data shows that workers who fail to update their skills will be able to find fewer jobs, people in hybrid jobs are less likely to become out of date, with only 12% possibility of being replaced by machine, compared with 42% for general jobs, says Burning Glass. Hybrid jobs are mostly not beginner roles, so they mainly go to workers with years of experience and, most importantly, more training after leaving college. That means workers, bosses and educators will have to think about how to better prepare people for these roles.
1. Why did the company research into job advertisements?| A．To understand the growth of best paid workers. |
| B．To compare workers’ experience with new abilities. |
| C．To find out companies’ requirements about skills. |
| D．To tell the possible changes in future job market. |
| A．Data engineer. |
| B．Machine operator. |
| C．Marketing manager. |
| D．Medical consultant. |
| A．$180, 000. | B．$71, 000. | C．$41, 000. | D．$10, 000. |
| A．How to Get Trained for Jobs |
| B．The Skills for “Hybrid” Jobs |
| C．Future Jobs Requiring “Hybrid” Skills |
| D．Tips on Finding Fastest-Growing Jobs |
3 . Some documents have been making the rounds lately — where people who work various positions in different industries share how much they’re paid.
Bravo! It’s about time we blew up that old belief that salaries have to stay secret. This is not just a matter of curiosity. Having information about salaries can help narrow the gender wage gap, which has barely changed for more than a decade. Recently released date from the US Census Bureau shows that, on average, women working full time still are paid only 82 cents for every dollar paid to a man. And the gap is even wider for many women of color: Black women make 62 cents, and Latinas just 54 cents. What’s more, the pay gap even extends into her retirement. Because she earned less and therefore paid less to the social security system, she receives less in social security benefits.
Having greater access to salary information is helping to speed things up. A new research report by the American Association of University Women shows that the wage gap tends to be smaller in job sectors where pay transparency (透明) is a must. For example, among federal government workers, there’s just a 13 percent pay difference between men and women, and in state government, the gap is about 17 percent. But in private, for-profit companies, where salaries are generally kept under wraps, the gender wage gap jumps to 29 percent.
Fortunately, salary information is increasingly available on some websites. Certain companies and many human resources departments are pushing ahead with this practice. Of course, it’s going to take more than salary transparency to equalize earnings between women and men. But sharing salaries can and must be part of the solution. The more information women have about how jobs are valued — and what different people earn — the better they will understand their value in the labor market and be able to push for the pay they deserve.
1. Why are the figures mentioned in paragraph 2?| A．To reveal the severity of gender wage gap. |
| B．To confirm the previous belief about salaries. |
| C．To satisfy readers’ curiosity about others’ salaries. |
| D．To appeal to readers to share their salary information. |
| A．The inequality between men and women. |
| B．The need to keep salary information a secret. |
| C．The advantage of working for the government. |
| D．The benefit of making salary information public. |
| A．Critical. | B．Favourable. |
| C．Unclean | D．Negative. |
| A．Why It Pays to Share How Much You Make |
| B．Where Salary Information Difference Lies |
| C．What It Takes to Realize Gender Equality |
| D．How Woman’s Value Improves at Work. |
