25年后将有更多女性当上CEO

The other reason for the delay is, perhaps, more nuanced.
造成滞后的另一个原因或许更为微妙。

"A lot of these companies were started at least 50 years ago when there were no women in the workforce, much less running companies," Favaro said. "It takes a long time for work culture to change ... It is a cultural drag, but it is a drag that will decline over time."
“很多公司至少创立于50年前，当时没有工作女性，经营的公司数量也要少得多，”法沃若表示。“职场文化的变迁需要很长时间……这是文化滞后，但这种滞后随着时间的流逝将会减弱。

Companies in the U.S. and Canada, where Favaro explained the culture is advancing at the fastest rate, have garnered the highest percentage of women CEOs for the past decade. Although that figure comes in at only about 3%, Japan's total is much smaller as less than 1% of women took on the top executive role over the last 10 years.
法沃若解释称，美国和加拿大的公司文化进化最快，过去十年它们的女性CEO比例最高。虽然这个数字只有3%左右，但日本的总比例更低。过去十年，日本获得最高管理职位的女性比例还不到1%。

Favaro and his colleagues are confident that more women will become CEOs with time, yet other Strategy& findings paint a bleak picture for the future. Female CEOs are more likely to be forced out of their jobs than men; during the past decade, 38% of women CEOs left involuntarily compared with just 27% of their male peers. Women are also more often hired externally, a finding Favaro explained could lead to weaker internal relationships within their firms. Outsider CEOs, in general, also tend to get hired more frequently when a company isn't performing well, according to Favaro.
法沃若和他的同事们有信心未来更多女性将成为CEO，但Strategy&的其他研究结论所显示的前景较为黯淡。女性CEO被辞退的可能性高于男性；过去十年，38%的女性CEO非主动离职，而男性CEO的这个比例只有27%。女性CEO更多是从外部聘请，法沃若认为，这可能导致与公司的内部关系较为薄弱。另外，法沃若还指出，总体上，聘请外部CEO往往出现在一家公司状况不佳的时候。

One such former female CEO that fits the researchers' findings is Yahoo's Carol Bartz. After building Autodesk into a successful company, Bartz was hired to in 2009 to bring Yahoo back to its heyday. Despite reducing costs, she failed to improve revenue growth just as Yahoo was losing the advertisement dollars game to Google and Facebook. In 2011, a Yahoo (YHOO) chairman fired Bartz -- over the phone.
可以印证上述结论的一位前女性CEO是雅虎（Yahoo）的卡罗尔o巴茨。巴茨在把欧特克（Autodesk）打造成了一家成功的公司后，2009年获聘成为雅虎的CEO，带领它重现辉煌。尽管降低了成本，但她没能改善收入增长，雅虎的广告收入流向了谷歌（Google）和Facebook。2011年，雅虎董事长打电话解雇了巴茨。

"These people f---ed me over," Bartz told Fortune at the time of her dismissal.
“他们轰走了我，”巴茨在遭到解雇时这样告诉《财富》杂志(Fortune)。

Strategy&'s findings and Bartz's story both support the theory of the glass cliff, which claims that women are more often promoted into leadership roles in times of crisis. The concept has come into focus recently as GM CEO Mary Barra deals with the fallout of a recall of millions of vehicles. As Fortune's Allan Sloan recently pointed out, Barra became an icon of sorts when she became GM's (GM) first female CEO this year, but now is forced to deal with problems that started well before her tenure.
Strategy&的研究发现与巴茨的故事都支持玻璃悬崖理论，即女性提拔担任领导职务往往都是临危授命。这种理论最近受到了关注：通用汽车(GM)CEO玛丽o巴拉正在应对数百万辆汽车召回的后果。正如《财富》杂志的艾伦斯隆日前指出，今年当巴拉成为通用汽车首位女性CEO时，她成为了某种符号，但现在她不得不应对早在自己上任前就已经存在的种种问题。

If Barra weren't a woman, perhaps we wouldn't be seeing her name criticized so heavily in the media, Favaro said.
法沃若表示，如果巴拉不是女性，或许我们不会在媒体中看到她受到如此这么多的批评。

"When we first looked at the percentage of women CEOs coming in, I was shocked," Favaro said. "When Mary Barra got promoted to GM, it was all over the place ... And the reason we were reading about it so much was because [women become CEO] so infrequently. It definitely isn't old hat."
“我们第一次看到女性CEO的百分比时，我都惊呆了，”法沃若说。“玛丽巴拉升任CEO时，很多人都惊呆了……我们之所以能看到这么多的报道，是因为（女性当上CEO）并不常见。它显然不是个传统。”