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桑德伯格谈职场女性:女人比男人更喜欢颐指气使

财富中文网 2016年10月10日

Facebook首席运营官桑德伯格撰文,谈女性职场发展。

Facebook运营总监雪莉·桑德伯格相信,越来越多的女性都注意到了她发出的“挺身而出”的倡议,然而目前最大的问题是,职场在不断地将敢于挺身而出的女性“推回去”。在本周二发表在《华尔街日报》的一篇文章中,桑德伯格再次引用了《2016年职场女性报告》(Women in the Workplace 2016,)中的一些主要发现。该报告是由LeanIn.Org和麦肯锡公司(McKinsey & Co)联合发布的,它主要基于对132家企业进行的一项调查。桑德伯格称,该报告“在我们看来,是对美国企业界职场女性最全面的一次年度回顾。”

那么,这份报告中有哪些最值得关注的地方?

首先是女性在职场中的代表性:在整个职场阶梯的每一个层级,即从入门级职位到最高管理层,女性的代表性都处于劣势。而且职务层级越高,女性的代表性也就越低。在最高管理层中,女性仅仅占了18%。而有色族裔的代表性更是严重低下,在最高管理层中,有色族裔女性只占了3%的席位。

研究人员指出,职场男女比例之所以存比较大的差距,不能简单地归咎于女性离职率高这一因素。实际上,从平均数来看,男性和女性的离职率基本上是持平的。

领导岗位:女性走上领导岗位的比例很少,这从职业生涯中的第一次重大晋升上面就能看出来。据该报告显示,每当有100名女性被提拔至经理人岗位,就有130名男性实现了同样的晋升。

成为一把手:女性成为一家公司的CEO的机率要远远低于男性,原因之一是她们相比男性更难获得“核心”部门的职位——也就是有望成为一把手的“后备梯队”的职位。在高级副总裁的位子上,女性的比例仅占了20%。

办公室经验:研究显示,认为自己最近接受了一个具有挑战性的任务的女性员工要少于男性员工(62%对28%);同时相比男性员工,认为自己的贡献受到了合理重视的女性员工也更少(49%对54%);另外,企业在进行重要决策时,也往往较少问计于女性员工,而是更多地咨询男性员工(56%对63%)。

“太强势”:很多人有一种先入为主的成见,觉得女性在职场上往往不好意思开口为自己争取利益。然而事实证明,女性员工比男性更愿意主动争取一项有意思的任务,或是主动要求加薪。不过女性的这种主动有时也会被浇冷水。有30%的女性表示,曾有人反映她们“颐指气使”或是“太强势”,相比之下,得到过这种反馈的男性只有20%。

在文章的结尾处,桑德伯格建议,企业可以采取一些方法促进职场上的男女平等。她呼吁企业在招聘和竞争时不要限制性别比例,不管企业要招聘或提拔多少人,都要以能力作为评选的标准。桑德伯格还建议企业仔细思考一下,为什么职场多样性能有助于企业的发展,并且使企业里的每个人受益。

桑德伯格最后写道:“这些事情是很重要的,不仅对于女性,对于我们所有人来说都是如此。”(财富中文网)

译者:朴成奎

Sheryl Sandberg believes that a growing number of women are heeding her call to “lean in.” The problem, according to the Facebook COO? The workplace keeps “pushing back.”

Writing in the Wall Street Journal on Tuesday, Sandberg recaps some of the most notable findings of Women in the Workplace 2016, a new report from LeanIn.Org and McKinsey & Co. The sprawling report is based on a survey of 132 companies, which she calls, “to our knowledge, the most comprehensive annual review of women in corporate America.”

Among the most highlights—or perhaps lowlights?—of the report:

Representation: Women are underrepresented throughout the workplace pipeline, from entry-level all the way to the c-suite. The disparity grows as you move up the ladder, with women accounting for just 18% of c-level employees. The picture is even grimmer when you focus on women of color, who hold a mere 3% of c-suite jobs.

The researchers note that the growing gender gap cannot be blamed on women quitting; they found that, on average, men and women are leaving their companies at similar rates.

Leadership roles: The lagging stats on women in leadership start at the very first major promotion: the move to manager. According to the report, for every 100 women who are promoted to that title, 130 men receive the same bump.

Making it to the top: Women are far less likely to get to CEO, in part because they are less likely to hold “line” positions, the jobs that are considered feeders to the role of chief. At the SVP level, women hold 20% of those positions.

The office experience: The female employees in the study were less likely than their male counterparts to say that they’d recently gotten a challenging assignment (62% to 68%), to report that their contributions are properly valued (49% vs. 54%), or to say that they are turned to for input on important decisions (56% vs 63%).

“Too aggressive”: Defying the stereotype that women don’t ask for what they want at work, female respondents were more likely to report that they pushed for an interesting assignment or asked for a raise. However, this assertiveness does not go unpunished. Thirty percent of women said they’d received feedback that they were “bossy” or “aggressive” vs. 23% of men.

Sandberg closes her piece by suggesting some steps companies can take to help improve gender equality in corporate America. She urges employers to not only track their gender breakdown in hiring and promotions, but to set clear targets for where they’d like those numbers to be. The COO also reminds companies to make the case for why gender diversity can help their business and benefit everyone in the organization.

“These things matter,” writes Sandberg. “Not just for women, but for us all.”

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