年職場女性依然遭遇"玻璃天花板"

Women saw little advancement in corporate boardrooms and compensation in 2010, extending a 5-year trend in which companies have lagged in promoting and mentoring of women to their own detriment, according to a new study released on Monday.

"Corporate America needs to get 'unstuck' when it comes to advancing women to leadership," said Ilene Lang, president and chief executive of Catalyst, a non-profit organization that advocates greater opportunities for women.

The study was based on annual filings made by Fortune 500 companies to the Securities and Exchange Commission or, in the case of insurance companies, to the National Association of Insurance Commissioners.

The study found that 136 of the Fortune 500 companies had no women executives. Among those with no women were Exxon Mobil, Berkshire Hathaway, Citigroup, Costco Wholesale and Sears, the study said.

"This is our fifth report where the annual change in female leadership remained flat. If this trend line represented a patient's pulse, she'd be dead," Lang said.

Women held 14.4 percent of executive officer positions in 2010, up from 13.5 percent in 2009, and female executive officers held 7.6 percent of the top earning positions, up from 6.3 percent in 2009, the 2010 Catalyst Census said.

The best five companies in terms of women in the executive suit were: Gap 50 percent, H&R Block 50 percent, Limited Brands 50 percent, TIAA-CREF 50 percent and Western Union 45.5 percent.

Women held 15.7 percent of board seats in 2010, a 0.5 percentage point gain over 2009, and more than 10 percent of companies lacked any women on their boards in 2009 and 2010.

Catalyst research showed men with mentors were promoted more and compensated at a higher rate than women, while women with mentors were far less likely to be promoted or paid more as a result of being mentored.

Companies need to be convinced that diversity in leadership was important, Lang said.

"To be successful they have to have more points of view -- people from all kinds of background and have diversity in the senior leadership," she said. "It's core to the strategy."

週一發佈的一項新調查顯示，2010年公司董事會中女性所佔比例和女性勞動報酬幾乎沒有任何增長。這顯示了公司在提拔和指導女性方面做得不足，這種不利於公司自身發展的趨勢在過去五年都沒有改變。

Catalyst公司總裁兼執行總監艾琳•朗說：“美國企業在提拔女性當領導這方面應該更加開明。” Catalyst是一家非盈利組織，致力於爲女性爭取更多的機會。

這項調查的數據來源於財富500強企業向美國證券交易委員會上交的年度報表，其中保險公司的數據來自它們向美國保險監督官協會上交的年度報表。

調查發現，財富500強企業中有136家沒有女性高管。這些公司包括埃克森美孚石油公司、伯克希爾•哈撒韋公司、花旗集團、好市多公司以及西爾斯公司。

朗說：“本年度女性領導的人數變化曲線呈直線型，這已經是我們第五年發佈有類似結果的調查報告。如果用這條直線來體現病人的心跳變化，那表示這個病人已經死了。”

Catalyst公司的調查顯示2010年女性高管的比例爲14.4%，高於09年的13.5%。2010女性高管佔據“最賺錢職位”的7.6%，2009年這一數據爲6.3%。

如果以女性高管所佔的比例來衡量，表現最好的五家公司是：蓋普公司（50%）、H&R布洛克報稅代理公司（50%）、有限品牌公司（50%）、美國教師退休基金會（50%）和西聯國際匯款公司（45.5%）。

2010年500強企業的董事會中有15.7%是女性成員，比2009年上升0.5個百分點。2009年和2010年均有超過10%的公司董事會中沒有女性成員。

Catalyst公司研究發現，有職業導師的男性比女性更易得到提拔，也更容易拿到高工資。而女性即使有導師的指導，她們得到晉升或者拿到高薪的可能性也遠低於男性。

朗說，公司要相信領導層的多樣性很重要。

她說：“一個公司要想成功，就應該聽取更多來自背景各異的人們的不同觀點。公司高管層應實現多樣化，這是公司戰略的關鍵。”

Vocabulary:

to somebody/something's detriment: resulting in harm or damage to somebody/something （結果）不利於，有害於，有損於