中国养老制度改革的囿限及其破解

Restrictions and Solutions of China's Pension System Reform

养老金并轨的呼声持续高涨,而从试点改革到《事业单位人事管理条例》出台却历时六年零四个月。原因不仅在于中国养老金供给和需求之间的巨大矛盾,更在于不同利益群体的立场不同,对公平的理解不尽相同,对推进改革的价值取向自然也不同。新自由主义者认为均无贫不代表公平,按贡献率得回报才算公平,所以,双轨制某种意义上不等于失去公平;激进主义者认为双轨制已造成制度上的最大不公,引起人们极大不满,只有消灭双轨制才算公平;改革派则认为待遇完全平等不等于公平,默认差距拉大也不算公平,只有缩小差距、保持张力才是真正的追求公平。基于此,《条例》在下一步政策制定和具体实施过程中,要树立兼顾多种利益群体公平的理念,通过建立发展型养老金制度,实现真正的养老保障公平正义目标。

Although the voice for a unified pension system remains high, it took six years and four months fromthe pilot reform to the introduction of Institution Personnel Management Regulations. This is notonly because of the huge contradiction between the pension supply and demand in China, but alsolies in various stances of different interest groups. Different interpretations of fairness naturally lead to different values towards promoting reform. Neo-liberals believe that equality and no poverty do notmean fairness, which can only be achieved by giving repay according to contribution rates. To someextent, therefore, the dual-track pension system does not mean unfairness; activists believe thatdual-track pension system has already resulted in the largest institutional injustice, arousing great dissatisfaction among people. Only the elimination of this dual-track pension system could achievefairness; reformers argue that complete equality is not fairness, neither is the attitude remaining silentto the increasing wealth gap. Only reducing the wealth gap and keeping the tension is the real pursuitof fairness. Based on this, in the next step of policy making and actual implementation, we shoul destablish the idea of taking into account various interest groups in terms of fairness, and make our oldage security fair and just through the establishment of a development-based pension system.