金融服務(wù)業(yè)在性別平等方面進(jìn)步緩慢
The financial services industry is making slow progress in promoting women to executive positions, according to two new reports published on Monday.
周一發(fā)布的兩份新報告顯示，金融服務(wù)行業(yè)在將婦女提升至高管職位方面取得緩慢進(jìn)展。
Globally, women make up only one-fifth of boards and 16 per cent of executive committees in financial services, according to management consulting firm Oliver Wyman’s Women in Financial Services report. This is only a slight improvement in both categories on the 2014 figures.
根據(jù)管理咨詢公司奧緯咨詢(Oliver Wyman)的報告《金融服務(wù)業(yè)的婦女》(Women in Financial Services)，從全球來說，婦女只占了金融服務(wù)業(yè)董事會的五分之一和執(zhí)行委員會的16%。相比2014年的數(shù)據(jù)，這兩個比例都只有微小提升。
Rebecca Emerson, UK head of Oliver Wyman, said: “There’s been slow progress in getting more women leaders in financial services. At the current rate it will take a further 30 years (by 2048) for executive committees to reach 30 per cent female representation.”
奧緯咨詢英國主管麗貝卡•埃默森(Rebecca Emerson)表示：“金融服務(wù)業(yè)在增加女性領(lǐng)導(dǎo)人方面進(jìn)展緩慢。按照當(dāng)前的增長速度，執(zhí)行委員會還需要30年(到2048年)才能達(dá)到女性占30%的程度。”
In UK financial services companies, only 14 per cent of executive committee members are female, and 23 per cent of board directors, according to a separate report on Monday from think-tank New Financial.
智庫新金融(New Financial)周一發(fā)布的`另一份報告顯示，在英國的金融服務(wù)公司，只有14%的執(zhí)行委員會成員和23%的董事會董事是女性。
Yasmine Chinwala, partner at New Financial and author of the report, said: “The data clearly shows that without an active focus on improving gender balance in the executive pipeline, it just won’t happen. Companies need to work out for themselves why diversity is strategically important to their business.”
新金融合伙人、報告作者亞斯明•欽瓦勒(Yasmine Chinwala)表示：“數(shù)據(jù)清晰表明，如果不主動專注于改善高管培養(yǎng)管道中的性別平衡，平等就不會發(fā)生。企業(yè)必須自己想明白，為什么多元化對它們的業(yè)務(wù)有戰(zhàn)略上的重要性。”
Research suggests that 30 per cent is the level at which a minority’s voice comes to be heard. The 30% Club, a lobby group, initially focused on achieving a minimum of 30 per cent women on FTSE 100 boards, and has subsequently turned its focus to younger women in a push to improve the pipeline of women progressing to management positions.
研究似乎顯示，30%的比例是能讓少數(shù)人的聲音受到重視的最低水平。游說團(tuán)體“30%俱樂部”(30% Club)最初關(guān)注的是在富時100(FTSE 100)成分股董事會中實(shí)現(xiàn)最低30%的婦女比例。后來，該團(tuán)體將注意力轉(zhuǎn)移至更年輕的婦女身上，試圖改善婦女晉升至管理崗位的培養(yǎng)管道。
According to New Financial, when women do sit on executive committees, they tend to be in support roles such as marketing or human resources, rather than in revenue-generating roles. This puts them at a disadvantage because executive committees tend to be dominated by people in the most senior and revenue-generating roles.
按照新金融的說法，當(dāng)婦女真的進(jìn)入執(zhí)行委員會時，她們往往擔(dān)任銷售或人力資源等支持性的崗位，而不是創(chuàng)造營收的崗位。由于執(zhí)委會往往由級別最高和創(chuàng)造營收的崗位主導(dǎo)，這令她們處于一種不利地位。
Ms Chinwala said: “If we want to see more women on executive committees and taking executive directorships, women need to be running business lines, not doing the work behind the scenes that make them run smoothly.”
欽瓦勒女士表示：“如果我們想看到更多婦女進(jìn)入執(zhí)委會和擔(dān)任執(zhí)行董事，婦女需要掌管業(yè)務(wù)線，而不是從事那些幫助業(yè)務(wù)線順暢運(yùn)營的幕后工作。”
Oliver Wyman’s report has several suggestions for improving the number of women at executive level. These range from structural changes such as putting in place strategies to improve the pipeline and making flexible working more available, to cultural ones such as encouraging men to take their share of parental leave and training people about unconscious bias.
奧緯咨詢的報告對增加高管級別的婦女人數(shù)提出了幾條建議，從結(jié)構(gòu)化改革(制定改善培養(yǎng)管道的戰(zhàn)略和使靈活工作安排更易于獲得)到企業(yè)文化改革(鼓勵男性休親子假和針對下意識的偏見開展培訓(xùn))。
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