新興經(jīng)濟(jì)體的女性晉升之路
Women in some developing economies arejoining the top ranks of business management at the same pace as those inwestern countries.
在一些發(fā)展中經(jīng)濟(jì)體，女性升職躋身企業(yè)最高管理層的速度與西方國(guó)家一樣快。
This is particularly true in the largestemerging markets, says Saadia Zahidi, head of gender and employment initiativesat the World Economic Forum.
世界經(jīng)濟(jì)論壇(World Economic Forum)的性別和就業(yè)計(jì)劃主管薩阿迪亞•扎赫迪(Saadia Zahidi)表示，在幾個(gè)最大的新興市場(chǎng)尤其如此。
The body’s annual GlobalGender Gap Index uses economic, educational, health and political indicators torank 145 economies on how well they are using their female talent pool.
該組織的年度全球性別差距指數(shù)(Global Gender Gap Index)采用經(jīng)濟(jì)、教育、健康和政治等方面指標(biāo)，對(duì)145個(gè)經(jīng)濟(jì)體進(jìn)行排名，以評(píng)估它們利用女性人才儲(chǔ)備的情況。
You have a group of highly skilled women inthe higher and middle income brackets who are doing incredibly well and in manycases better in terms of the gender gap and leadership than in [some] developedcountries, says Ms Zahidi.
扎赫迪表示：一些處于較高和中等收入階層、掌握高等技能的女性表現(xiàn)非常好，在很多情況下，從性別差距和領(lǐng)導(dǎo)能力方面來講都好于(一些)發(fā)達(dá)國(guó)家。
Notable examples include SomruedeeChaimongkol, chief executive of Thailand’s Banpu, one of Asia’s largestenergy companies, and Siza Mzimela, a former South African Airways chiefexecutive who now owns her own airline.
突出的例子包括亞洲最大能源公司之一泰國(guó)萬浦集團(tuán)(Banpu)首席執(zhí)行官Somruedee Chaimongkol以及南非航空(South African Airways)前首席執(zhí)行官、如今擁有自己的航空公司的西扎•姆茲米拉(Siza Mzimela)。
Ms Zahidi says that with 21 per cent ofsenior company positions held by women, China’s proportion isslightly higher than the US’s 20 per cent.
扎赫迪表示，在中國(guó)，21%的公司高級(jí)職位由女性擔(dān)任，這一比例略高于美國(guó)的20%。
In some places, legislative changes havehelped.
在一些地區(qū)，法律修訂起到了作用。
Countries such as Kenya, India and Malaysiahave introduced quotas for women on corporate boards.
肯尼亞、印度和馬來西亞等國(guó)引入了公司女性董事指標(biāo)。
In economies where many businesses arefamily-owned, it is becoming more acceptable for daughters to take up the reinswhen leadership is passed to the next generation.
在家族企業(yè)眾多的.經(jīng)濟(jì)體中，當(dāng)領(lǐng)導(dǎo)權(quán)移交給下一代時(shí)，由女兒掌權(quán)變得更能被人們接受。
A key reason for the growing success ofbusinesswomen in emerging markets is the increased educational opportunity forwomen, at least those who can afford a university education.
新興市場(chǎng)越來越多的商界女性取得成功的一個(gè)關(guān)鍵原因是女性受教育機(jī)會(huì)增加，至少對(duì)于那些能承擔(dān)大學(xué)教育費(fèi)用的女性而言。
In Asia, the number of top universities isgrowing.
在亞洲，一流大學(xué)的數(shù)量不斷增加。
In the 2016 Times Higher Education WorldUniversity Rankings, 289 Asian universities made it on to the list of 980universities and 19 —including China’s Tsinghua —are in the ranking’s top 200.
在2016年泰晤士報(bào)高等教育世界大學(xué)排行榜(Times Higher Education World University Rankings)上，有289所亞洲大學(xué)上榜，其中19所排在前200名之列，包括中國(guó)的清華大學(xué)(Tsinghua)。該榜單全部上榜大學(xué)為980所。
Meanwhile, more women in developingcountries are seeking business training.
與此同時(shí)，在發(fā)展中國(guó)家，更多的女性尋求接受商科教育。
It depends on the region, but certainly inthe last 10 years there’s been an increasing number of women in business education,says Guy Pfeffermann, founder and chief executive of the Global Business SchoolNetwork, a non-profit organisation that supports management education indeveloping countries.
非盈利組織全球商學(xué)院網(wǎng)絡(luò)(Global Business School Network)創(chuàng)始人兼首席執(zhí)行官蓋伊•普費(fèi)弗曼(GuyPfeffermann)表示：各地區(qū)情況不同，但過去10年接受商科教育的女性數(shù)量確實(shí)不斷增多。該組織為發(fā)展中國(guó)家的管理學(xué)教育提供支持。
In recent decades, women have eitherachieved parity with men or are the majority in universities in emergingmarkets, says Ms Zahidi.
扎赫迪表示，最近幾十年，在新興市場(chǎng)的大學(xué)中，女性或者實(shí)現(xiàn)了與男性對(duì)等，或者占到了多數(shù)。
And we’re seeing thepay-off of that in mid-level and senior positions.
我們看到這些正反映到企業(yè)的中高層職位上來。
Companies are playing a role, too.
企業(yè)也在發(fā)揮作用。
For example, Goldman Sachs’10,000Women programme provides underserved women around the world with business andmanagement education, as well as mentoring, networks and access to capital.
例如，高盛(Goldman Sachs)旨在支持1萬名女性的巾幗圓夢(mèng)計(jì)劃(10000 Women)為全球各地資源匱乏的女性提供商業(yè)和管理教育、導(dǎo)師和人脈以及融資渠道。
Some companies in emerging markets areallocating investments to support women’s participation in business, just liketheir counterparts in rich countries, thanks to the growing recognition of thebusiness benefits of gender diversity in the workplace.
新興市場(chǎng)的一些公司正投入資金，支持女性進(jìn)入商界，就像富裕國(guó)家的企業(yè)那樣做，這要?dú)w因于人們?cè)絹碓秸J(rèn)識(shí)到職場(chǎng)性別多樣性會(huì)給企業(yè)帶來好處。
Carmen Niethammer sees this at work amongthe clients of the International Finance Corporation, the World Bank’s privatesector arm.
卡門•尼特哈默爾(Carmen Niethammer)是世界銀行(World Bank)旗下私營(yíng)部門機(jī)構(gòu)國(guó)際金融公司(IFC)性別秘書處的就業(yè)負(fù)責(zé)人，她看到這種做法在IFC的客戶中發(fā)揮了作用。
You have companies that are buildingchildcare centres in rural areas where infrastructure is not there, says MsNiethammer, who is head of employment at the IFC’s GenderSecretariat.
她表示：一些公司正在基礎(chǔ)設(shè)施薄弱的農(nóng)村地區(qū)設(shè)立兒童看護(hù)中心。
She points to India, where companies areinvesting in childcare facilities.
她以印度為例，該國(guó)一些公司正投資發(fā)展兒童看護(hù)機(jī)構(gòu)。
The IT industry is at the forefront ofthis, she says.
她表示：IT行業(yè)處于這方面的前沿。
Even so, when it comes to the inclusion ofwomen among the ranks of senior executives, some regions are advancing fasterthan others, particularly when it comes to corporate governance.
即便如此，在涉及到讓女性加入高級(jí)管理層的問題時(shí)，一些地區(qū)比其他地區(qū)進(jìn)步得更快，尤其是在公司治理領(lǐng)域。
In 2015, the African Development Bank (ADB)found that while the percentage of board directors who were women in Africanblue-chip companies (14 per cent) lagged behind the EU’s 18 per cent and the USFortune 500’s 17 per cent, they did better than those in Asia-Pacific (10 percent) and Latin America (6 per cent).
2015年，非洲開發(fā)銀行(ADB)發(fā)現(xiàn)，雖然非洲藍(lán)籌公司中女性董事的比例(14%)落后于歐盟(18%)和美國(guó)財(cái)富500強(qiáng)企業(yè)(17%)，但高于亞太(10%)和拉美(6%)。
Meanwhile, at middle management level, itis Latin America where women are making most gains, says Ms Niethammer.
與此同時(shí)，尼特哈默爾表示，在中級(jí)管理層，拉美的女性進(jìn)步最大。
They have started to bring [women] intomiddle management, she says.
她表示：他們開始讓(女性)進(jìn)入中層。
In the 2016 When Women Thrive report fromMercer, the human resources consultancy, Latin America is the only region ontrack to achieve gender parity in professional-level positions and higher by2025.
在人力資源咨詢公司美世(Mercer)2016年的《女性成長(zhǎng)，則百業(yè)俱興》報(bào)告中，拉美是唯一一個(gè)有望到2025年在專業(yè)職位或較高職位實(shí)現(xiàn)性別平等的地區(qū)。
It found women in the region were morelikely than men to be promoted from every level, and twice as likely to bepromoted from senior management.
報(bào)告發(fā)現(xiàn)，該地區(qū)女性在任何一個(gè)級(jí)別得到提拔的可能性都高于男性，從高級(jí)管理層晉升的可能性是男性的兩倍。
Women in these markets still face obstaclesto advancing their careers, including the need to care for children and otherfamily members.
新興市場(chǎng)的女性仍面臨著阻礙她們職業(yè)發(fā)展的障礙，包括照顧子女和其他家庭成員的需要。
One of the biggest barriers to womenparticipating in the paid economy is the amount of unpaid work they have to do,says Radhika Balakrishnan, director of the Center for Women’s Global Leadershipand professor of women’s and gender studies at Rutgers University.
阻礙女性參與到有償經(jīng)濟(jì)中來的最大障礙之一是她們不得不做很多沒有報(bào)酬的工作，羅格斯大學(xué)(Rutgers University)女性全球領(lǐng)導(dǎo)力中心(Center for Women’s Global Leadership)主任、從事女性和性別研究的拉蒂卡•巴拉克里什南教授(Radhika Balakrishnan)表示。
However high up the ladder you are, thatstill lands on the woman.
不管你登上了多高的階梯，這些勞動(dòng)仍然落在女性肩上。
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