What’s Holding Women Back in the Workplace?
Why aren't there more women in the upper ranks of corporate America?
evaluate是什么意思为什么没有更多女性在美国大型企业担任高层呢？
Cue the broken record:Women rein in career plans to spend more time caring for family.What's more,they are inherently less ambitious than men and don't have the confidence that commands ats in the C-suite.
人们通常说：女性为了花更多的时间照顾家庭而减缓她们的职业计划。比起男性来，她们并不那么野心勃勃，也没有那么自信地为自己在公司的最高层里挣得一席之地。英语听力材料
Not so fast.
Something el is happening on the way to the top.Women aren't abandoning their careers in large numbers;motherhood,in fact,increas their appetite for winning promotions;and women overall don't lack for ambition and confidence that they can take on big jobs.Yet wh
en asked whether they want a top role in their companies or industries,a majority of women say they would rather not grab the brass ring.
别那么快下结论。
在通往高层的路上还有其他的事情发生。很多女性并没有为了家庭舍弃自己的事业。事实上，成为母亲会更加激发女性对升职的渴望。而且，普遍来讲，对更复杂、责任更重的工作职场女性并不缺乏雄心壮志以及自信心。然而，当她们被问到是否想要成为公司或是行业的领头人物时，大部分女性会回说她们宁愿不要这样的机会。
Tho are the findings of a major new study of women in the workplace conducted by LeanIn.Org and McKiny&Co.The rearch,which gathered data on promotions,attrition and trajectories from 118 companies and surveyed nearly 30,000 men and women,is among the largest efforts to capture attitudes and data about working women.The study involved major North American companies and North American units of global ventures headquartered elwhere.It reveals sharply different views of the workplace,in which women say they experience a playing field at work that is anything but level.
这些就是LeanIn组织和麦肯锡共同实施的新研究所揭示的调查结果。该研究整合了118个公司内员工的升职、离职和职业轨迹数据，调查了近3万名职场男性与女性，也是近年来关于职场女性的态度和数据投入最大的研究之一。调查目标涵盖了北美的大型公司以及总部在其他地方的跨国企业的北美办公室。研究却揭示了一些非常不同的观点，女性表示，她们在工作中经历了一个完全不公平的竞争环境，
Roughly equal numbers of men and women say they want to be promoted-78% and 75%, respectively.But as men's desire for big jobs intensifies in the cour of their careers,only 43% of women said they want to be a top executive,compared with 53% of men.Perhaps most startling,25% of women feel their gender has hindered their progress,a perception that grows more acute once women reach nior levels.
在调查中，表示想要得到升职的男性和女性在数量上大概是一样的—分别是78%和75%。但随着人们在职业生涯中对大工作的渴望不断增强，只有43%的女性表明她们想要成为公司的顶层管理者，而男性则是53%。也许更令人吃惊的是，25%的女性感觉性别阻碍了她们升职空间，这种观点在女性达到更高职位后更加明显
酒店英语Overall,just over a quarter of female survey respondents say that their organization is a meritocracy.Women certainly face a steeper path to the top than men do,making up just 17% of the population of the executive suite,the end result of promotion patterns that favor men at every level.And attrition isn't the issue,the study found-women are less likely than men to leave their companies,particularly once they reach the nior and executive levels.
总的来说，只有四分之一多一点的接受调查的女性表示她们所在的公司奉行精英选拔制度。女性想要成为顶层级别管理者的确比男性要艰难。所以在这些公司的最高管理层，只有17%的人是女性；在所有层级的升职选择上，男性都得到了更多的偏爱。而离职所造成的人员流失也并不是问题。研究发现，相比于男人，女性更不愿意离开自己的公司，尤其是当她们已经做到资深或者更高级别职位的时候。
lydia什么意思In the end,according to the survey,women are 15% less likely than men to be promoted to the next level-and at the current pace,it will be more than a century before there is gender equality in the C-suite.
从结果上来看，女性得到升职的可能性比男性要小15%--如果按照这个速度，想要在顶级管理层实现性别数量均等这件事还需要一个世纪的时间。
The message for corporations:There's a lot of work to do,and it starts at the top.
这个研究向企业传达的信息就是：要实现性别平等仍然有很多的努力要做，并且要从最高层做起。minutes怎么读
While three-quarters of companies tracked by Lean In and McKiny named gender diversity as a priority of the chief executive,fewer than half of employees surveyed said it was high on their own CEO's priority list'.Only a third of men and women say that advancing women is a priority for their direct boss-a phenomenon that Stanford University' professor Shelley Correll calls the"frozen middle". implement
尽管，四分之三接受LeanIn和麦肯锡调研的公司都称性别多样化是自己公司管理层的首要任务，但事实上，只有不到一半被调查的员工认为他们CEO会觉得的性别多样化很重要，只有三分之一的雇员说他们的老板会注重对女性职员的培养。这一现象被斯坦福大学的Shelley Correll教授称为'坐冷板凳的中层人才'。内容的英文
A key to thawing that middle is"getting managers to e that some of their actions are creating barriers to women in ways that they don't intend,"says Dr.Correll,a sociology and organizational-behavior professor who directs Stanford's Clayman Institute for Gender Rearch. But it won't be easy,in part due to the polarized views of the workplace.Some 86% of men said that women have as many or more opportunities than men do.Far fewer women-57%-agreed.
Correll博士是斯坦福Clayman性别研究中心的社会学和组织行为学教授。她对于这个现象提出的一个解决方法就是'要让这些管理者们了解到他们一些非意识行为正在给女性的职场之路设置阻碍。'然而着一些并不那么简单，一部分原因就是职场上对于性别问题看法的两极化。大约86%的男性都认为女性有着与男性相等甚至更多的机会。赞同这个看法的女性要远远小于这个比例—只有57%。aeroplanes
四级单词No Road Map
Cloud-computing is two years into a companywide"women's surge" in which managers must consider women when filling open positions at the vice-president
level and above;examine salaries for every role in the company to ensure women and men are paid equally;and ensure that women make up at least 30% of attendees at management summits or onstage roles at keynote prentations.
piece什么意思
