这三个群体，收入分配要“多得”

Core Points - The article emphasizes the importance of improving the income distribution system to ensure that hard workers, skilled individuals, and innovators receive more rewards, aligning with the goals of the 14th Five-Year Plan [1][5][9] - The report highlights the steady growth of residents' disposable income, with a projected average of 41,314 yuan in 2024, reflecting a real annual growth rate of 5.5% from 2021 to 2024 [1][2] - The article discusses the strategic significance of income distribution reform in promoting common prosperity, fostering new productive forces, and establishing a new development pattern [2][3] Group 1: Income Distribution Mechanism - The article outlines the need for a coordinated system of primary distribution, redistribution, and third distribution to effectively adjust high incomes and increase low-income earners' earnings [2][3] - It stresses that the income distribution system should allow various production factors to participate in distribution based on their contributions, thereby recognizing the value of human capital [2][7][10] Group 2: Encouraging Hard Work and Skills - The concept of "more for more work" is highlighted, where employers set wage standards based on labor time, workload, and contributions, ensuring that diligent workers receive appropriate compensation [6][9] - The article notes that there are over 220 million skilled workers in China, with more than 72 million being high-skilled, emphasizing the need to enhance their compensation and social status [6][9] Group 3: Innovation Incentives - The article points out that innovation is crucial for economic development, with a focus on the need for a system that rewards innovators adequately, especially in high-risk fields like AI and digital economy [7][8] - It mentions that as of June this year, China has reached an average of 15.3 high-value invention patents per 10,000 people, indicating a strong emphasis on innovation [7][8] Group 4: Policy and Practice - The article discusses various policies and practices that have been implemented to support the three groups of "more for more," including the issuance of guidelines for skill talent compensation and the promotion of collective wage negotiations [9][10] - It highlights the importance of creating a fair competitive market environment and enhancing regulatory measures to ensure that contributions are evaluated and rewarded appropriately [10]