经济学人下载:女人在商界,高处不胜寒

But corporate women start to fall behind their male peers right from the beginning. They are less aggressive than men when negotiating their first salary and every subsequent pay rise. Linda Babcock of Carnegie Mellon University found that her male graduate students secured starting salaries 7.6% higher than her female graduate students. In general, men are four times more likely to ask for a pay rise than women are. Compounded over time, this makes a huge difference.
但是白领女性也正是在职业生涯开始阶段开始落后于她们的男性同伴。她们在协商第一份薪水以及在接下来的提薪过程中，与男性相比显得缺乏侵略性。卡耐基梅隆大学的琳达．巴布科克（Linda Babcock）发现，她的本科毕业生中，男性获得的起薪要比女性高出7.6个百分点。

The higher you gaze up the corporate ladder, the fewer women you see. According to Catalyst, a researcher in New York, women are 37% of the middle managers in big American firms, 28% of the senior managers and a mere 14% of executive-committee members.
你所关注的公司层级越高，你看到的女性也越来越少。据纽约的一名研究员卡特里斯（Catalyst）称，美国大型公司各层级的女性比例中，中层经理为37%，高层经理为28%，执行董事会成员中仅仅只有14%。

Is discrimination to blame? While firms that discriminate a lot will be eclipsed by those that promote on merit (and possibly sued), that can take time. And men do persistently underestimate women, argues Herminia Ibarra of INSEAD, a business school in France. Ms Ibarra looked at more than 20,000 assessments of INSEAD’s executive students. The men on the faculty judged the women to be just as capable as the men (or more so) in most areas, but thought that they lacked strategic vision. No such lack was seen when their female colleagues judged the students.
这应该归咎于性别歧视么？当根据业绩（也可能是请求的）提拔的公司使歧视十分严重的公司黯然失色时，消除性别歧视可以从容进行。法国的一家商学，即院欧洲工商管理学院的赫米尼娅．伊芭拉（Herminia Ibarra）说道，男性固执地低估女性。伊芭拉女士研究了超过20000分欧洲工商管理学院的学生的学习评估报告。男性教职人员认为女性在大部分领域和男性一样有才华（或者甚之），但是同时他们也认为女性缺乏战略眼光。但是在他们的女性同事所作的评估中，却没有发现这种缺乏战略眼光的评价。

The way patronage and promotion work within the corporate world may count against women. Nearly all the executives who rise to the top have had a powerful backer, according to Sylvia Ann Hewlett, the author of “The Sponsor Effect”, a report for theHarvard Business Review. Yet women often fail to cultivate what Ms Hewlett calls “relationship capital”. They hesitate to call in favours for fear of seeming pushy. And many are afraid of the gossip that a close relationship with a senior male colleague might provoke.
企业界任免和晋升的工作方式或许会对女性不利。西尔维娅．安．休莱特（Sylvia Ann Hewlett）是《哈弗商业评论》的一篇报道《投资人效应》的作者，她认为：几乎所有升到高层的高管们都有一个强大的支持者。然而女性却经常不能培养出一种休莱特女士所称的“关系资本”。她们不愿意寻求支持，因为她们害怕这样做会显得过于爱出风头。同时许多也担与一个男高层同事有着亲密关系，会有流言蜚语产生。

No doubt all of this plays its part. But a much bigger obstacle to putting more women in boardrooms is that so many struggle to balance work and a family.
毫无疑问，所有的这些都会有影响，但是，阻碍更多的女性进入董事会的更大的一个障碍是，太多的女性疲于在工作和家庭之间寻求平衡。

In all societies, at least for now, women shoulder most of the burden of looking after children and ageing parents. European women devote twice as much time as men to domestic tasks, according to McKinsey. It varies from country to country. Latin men are slacker than Nordics. Italian men spend only 1.3 hours a day on domestic chores, whereas Italian women spend 5.2 hours. In Sweden, the ratio is a somewhat fairer 2.3 hours to 3.4.
在所有的社会中，至少在目前，女性承担了大部分抚养子女，照顾年迈的父母的重担。据麦肯锡称，欧洲女性贡献在家庭事务中的时间是男性的两倍之多。不同国家之间，男女花费在家务上的时间也有所不通过。拉丁男人比日耳曼男人更加懒惰。意大利男性每天花费在家务上的时间只有1.3个小时，而女性的这一数字为5.2小时。在瑞典，男女花费在家务上的时间某种程度上更加均衡些，分别是2.3和3.4个小时。