经济学人下载:女性和工作 玻璃天花板指数

Business
商业报道

Women and work
女性和工作

The glass-ceiling index
玻璃天花板指数

The best—and worst—places to be a working woman
职场女性待遇最好和最差的国家

AS IT is International Women's Day on March 8th, The Economist has created a glass-ceiling index, to show where women have the best chances of equal treatment at work.
今天是3月8日国际妇女节，《经济学人》就创造了一个玻璃天花板指数模型来向大家展示哪个地区的职场女性拥有最公平的待遇。

It combines data on higher education, labour-force participation, pay, child-care costs, maternity rights, business-school applications and representation in senior jobs.
这个模型中考虑到的指标有：高等教育、劳工参与度、薪酬、抚养子女的成本、孕妇权利、商学院申请、以及在高级职务中的表现。

Each country's score is a weighted average of its performance on nine indicators.
每个国家的得分是这九项指标加权平均之后的结果。

To no one's surprise, Nordic countries come out well on educational attainment and labour-force participation.
毫无疑问的是，北欧国家在受教育水平和劳工参与度这两项指标上非常突出。

Women are also relatively well represented in their parliaments; Finland and Sweden were among the first countries to allow women to vote and stand for election.
女性在国会中也能享受相对较高的代表权；芬兰和瑞典都属于最先让女性享有选举权的国家。

Yet even there women are paid less than men for similar work.
然而即使这样，这儿的女性在应对相似的工作时拿到的薪酬也比男性要低。

In Finland and Sweden the gap is close to the OECD average of 15%, though in Norway it has fallen to 8%.
在芬兰和瑞典，男女收入差异已经接近经合组织收入平均水平的15%， 而在挪威男女收入差异仅仅只有8%。

In Finland women accounted for almost half of those who took the GMAT, an entrance exam for business schools, in 2012-13.
在芬兰，2012年至2013年参与GMAT考试的考生中有一大半是女性。

Worldwide, the share was 43%, an increase of five points in a decade.
在全世界来看，这一比例达到了43%，比10年前上升了五个百分点。

In Norway nearly two-fifths of board members for the largest listed companies are women, thanks largely to the introduction of mandatory quotas in 2008.
在挪威，最大的上市公司董事会中几乎有五分之二是女性，造成这一现象的很大一部分原因是2008年的强制配额。

That is twice the share in the European Union, which is considering bringing in quotas if the current voluntary approach fails.
该比例已经是欧盟的两倍了。欧盟表示，如果现行的自愿方式无法奏效的话，他们将会考虑引用强制配额。

At the bottom of our index are Japan and South Korea.
在指数列表低端的是日本和韩国。

Too few women there have jobs, few senior managers or board members are women and pay gaps are large—in South Korea, at 37%, the largest in the OECD.
在这两个国家，职场女性人数相当少，在高级职务和董事会成员中也少有女性的身影。并且，韩国男女收入差距在经合组织中是最高的，达到了37%。

If, in the UN's words, equality for women is progress for all, both countries have a long way to go.
如果用联合国的话来说，对于女性而言，平等意味着在各方面都有进步，那么这两个国家都还有很长的路要走。