中國網(wǎng)站品牌欄目（頻道）
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 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. |
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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." (Read by Lee Hannon. Lee Hannon is a journalist at the China Daily Website.) (Agencies) |
周一發(fā)布的一項(xiàng)新調(diào)查顯示，2010年公司董事會中女性所占比例和女性勞動報(bào)酬幾乎沒有任何增長。這顯示了公司在提拔和指導(dǎo)女性方面做得不足，這種不利于公司自身發(fā)展的趨勢在過去五年都沒有改變。 Catalyst公司總裁兼執(zhí)行總監(jiān)艾琳?朗說：“美國企業(yè)在提拔女性當(dāng)領(lǐng)導(dǎo)這方面應(yīng)該更加開明。” Catalyst是一家非盈利組織，致力于為女性爭取更多的機(jī)會。 這項(xiàng)調(diào)查的數(shù)據(jù)來源于財(cái)富500強(qiáng)企業(yè)向美國證券交易委員會上交的年度報(bào)表，其中保險(xiǎn)公司的數(shù)據(jù)來自它們向美國保險(xiǎn)監(jiān)督官協(xié)會上交的年度報(bào)表。 調(diào)查發(fā)現(xiàn)，財(cái)富500強(qiáng)企業(yè)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(tuán)、好市多公司以及西爾斯公司。 朗說：“本年度女性領(lǐng)導(dǎo)的人數(shù)變化曲線呈直線型，這已經(jīng)是我們第五年發(fā)布有類似結(jié)果的調(diào)查報(bào)告。如果用這條直線來體現(xiàn)病人的心跳變化，那表示這個(gè)病人已經(jīng)死了。” Catalyst公司的調(diào)查顯示2010年女性高管的比例為14.4%，高于09年的13.5%。2010女性高管占據(jù)“最賺錢職位”的7.6%，2009年這一數(shù)據(jù)為6.3%。 如果以女性高管所占的比例來衡量，表現(xiàn)最好的五家公司是：蓋普公司（50%）、H&R布洛克報(bào)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(lián)國際匯款公司（45.5%）。 2010年500強(qiáng)企業(yè)的董事會中有15.7%是女性成員，比2009年上升0.5個(gè)百分點(diǎn)。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(fā)現(xiàn)，有職業(yè)導(dǎo)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(dǎo)師的指導(dǎo)，她們得到晉升或者拿到高薪的可能性也遠(yuǎn)低于男性。 朗說，公司要相信領(lǐng)導(dǎo)層的多樣性很重要。 她說：“一個(gè)公司要想成功，就應(yīng)該聽取更多來自背景各異的人們的不同觀點(diǎn)。公司高管層應(yīng)實(shí)現(xiàn)多樣化，這是公司戰(zhàn)略的關(guān)鍵。” 相關(guān)閱讀 （中國日報(bào)網(wǎng)英語點(diǎn)津 崔旭燕 編輯：陳丹妮） |
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Vocabulary: to somebody/something's detriment: resulting in harm or damage to somebody/something （結(jié)果）不利于，有害于，有損于 |
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