新兴经济体的女性晋升之路
Women in some developing economies arejoining the top ranks of business management at the same pace as those inwestern countries.
在一些发展中经济体，女性升职跻身企业最高管理层的速度与西方国家一样快。
This is particularly true in the largestemerging markets, says Saadia Zahidi, head of gender and employment initiativesat the World Economic Forum.
世界经济论坛(World Economic Forum)的性别和就业计划主管萨阿迪亚•扎赫迪(Saadia Zahidi)表示，在几个最大的新兴市场尤其如此。
The body’s annual GlobalGender Gap Index uses economic, educational, health and political indicators torank 145 economies on how well they are using their female talent pool.
该组织的年度全球性别差距指数(Global Gender Gap Index)采用经济、教育、健康和政治等方面指标，对145个经济体进行排名，以评估它们利用女性人才储备的情况。
You have a group of highly skilled women inthe higher and middle income brackets who are doing incredibly well and in manycases better in terms of the gender gap and leadership than in [some] developedcountries, says Ms Zahidi.
扎赫迪表示：一些处于较高和中等收入阶层、掌握高等技能的女性表现非常好，在很多情况下，从性别差距和领导能力方面来讲都好于(一些)发达国家。
Notable examples include SomruedeeChaimongkol, chief executive of Thailand’s Banpu, one of Asia’s largestenergy companies, and Siza Mzimela, a former South African Airways chiefexecutive who now owns her own airline.
突出的例子包括亚洲最大能源公司之一泰国万浦集团(Banpu)首席执行官Somruedee Chaimongkol以及南非航空(South African Airways)前首席执行官、如今拥有自己的航空公司的西扎•姆兹米拉(Siza Mzimela)。
Ms Zahidi says that with 21 per cent ofsenior company positions held by women, China’s proportion isslightly higher than the US’s 20 per cent.
扎赫迪表示，在中国，21%的公司高级职位由女性担任，这一比例略高于美国的20%。
In some places, legislative changes havehelped.
在一些地区，法律修订起到了作用。
Countries such as Kenya, India and Malaysiahave introduced quotas for women on corporate boards.
肯尼亚、印度和马来西亚等国引入了公司女性董事指标。
In economies where many businesses arefamily-owned, it is becoming more acceptable for daughters to take up the reinswhen leadership is passed to the next generation.
在家族企业众多的.经济体中，当领导权移交给下一代时，由女儿掌权变得更能被人们接受。
A key reason for the growing success ofbusinesswomen in emerging markets is the increased educational opportunity forwomen, at least those who can afford a university education.
新兴市场越来越多的商界女性取得成功的一个关键原因是女性受教育机会增加，至少对于那些能承担大学教育费用的女性而言。
In Asia, the number of top universities isgrowing.
在亚洲，一流大学的数量不断增加。
In the 2016 Times Higher Education WorldUniversity Rankings, 289 Asian universities made it on to the list of 980universities and 19 —including China’s Tsinghua —are in the ranking’s top 200.
在2016年泰晤士报高等教育世界大学排行榜(Times Higher Education World University Rankings)上，有289所亚洲大学上榜，其中19所排在前200名之列，包括中国的清华大学(Tsinghua)。该榜单全部上榜大学为980所。
Meanwhile, more women in developingcountries are seeking business training.
与此同时，在发展中国家，更多的女性寻求接受商科教育。
It depends on the region, but certainly inthe last 10 years there’s been an increasing number of women in business education,says Guy Pfeffermann, founder and chief executive of the Global Business SchoolNetwork, a non-profit organisation that supports management education indeveloping countries.
非盈利组织全球商学院网络(Global Business School Network)创始人兼首席执行官盖伊•普费弗曼(GuyPfeffermann)表示：各地区情况不同，但过去10年接受商科教育的女性数量确实不断增多。该组织为发展中国家的管理学教育提供支持。
In recent decades, women have eitherachieved parity with men or are the majority in universities in emergingmarkets, says Ms Zahidi.
扎赫迪表示，最近几十年，在新兴市场的大学中，女性或者实现了与男性对等，或者占到了多数。
And we’re seeing thepay-off of that in mid-level and senior positions.
我们看到这些正反映到企业的中高层职位上来。
Companies are playing a role, too.
企业也在发挥作用。
For example, Goldman Sachs’10,000Women programme provides underserved women around the world with business andmanagement education, as well as mentoring, networks and access to capital.
例如，高盛(Goldman Sachs)旨在支持1万名女性的巾帼圆梦计划(10000 Women)为全球各地资源匮乏的女性提供商业和管理教育、导师和人脉以及融资渠道。
Some companies in emerging markets areallocating investments to support women’s participation in business, just liketheir counterparts in rich countries, thanks to the growing recognition of thebusiness benefits of gender diversity in the workplace.
新兴市场的一些公司正投入资金，支持女性进入商界，就像富裕国家的企业那样做，这要归因于人们越来越认识到职场性别多样性会给企业带来好处。
Carmen Niethammer sees this at work amongthe clients of the International Finance Corporation, the World Bank’s privatesector arm.
卡门•尼特哈默尔(Carmen Niethammer)是世界银行(World Bank)旗下私营部门机构国际金融公司(IFC)性别秘书处的就业负责人，她看到这种做法在IFC的客户中发挥了作用。
You have companies that are buildingchildcare centres in rural areas where infrastructure is not there, says MsNiethammer, who is head of employment at the IFC’s GenderSecretariat.
她表示：一些公司正在基础设施薄弱的农村地区设立儿童看护中心。
She points to India, where companies areinvesting in childcare facilities.
她以印度为例，该国一些公司正投资发展儿童看护机构。
The IT industry is at the forefront ofthis, she says.
她表示：IT行业处于这方面的前沿。
Even so, when it comes to the inclusion ofwomen among the ranks of senior executives, some regions are advancing fasterthan others, particularly when it comes to corporate governance.
即便如此，在涉及到让女性加入高级管理层的问题时，一些地区比其他地区进步得更快，尤其是在公司治理领域。
In 2015, the African Development Bank (ADB)found that while the percentage of board directors who were women in Africanblue-chip companies (14 per cent) lagged behind the EU’s 18 per cent and the USFortune 500’s 17 per cent, they did better than those in Asia-Pacific (10 percent) and Latin America (6 per cent).
2015年，非洲开发银行(ADB)发现，虽然非洲蓝筹公司中女性董事的比例(14%)落后于欧盟(18%)和美国财富500强企业(17%)，但高于亚太(10%)和拉美(6%)。
Meanwhile, at middle management level, itis Latin America where women are making most gains, says Ms Niethammer.
与此同时，尼特哈默尔表示，在中级管理层，拉美的女性进步最大。
They have started to bring [women] intomiddle management, she says.
她表示：他们开始让(女性)进入中层。
In the 2016 When Women Thrive report fromMercer, the human resources consultancy, Latin America is the only region ontrack to achieve gender parity in professional-level positions and higher by2025.
在人力资源咨询公司美世(Mercer)2016年的《女性成长，则百业俱兴》报告中，拉美是唯一一个有望到2025年在专业职位或较高职位实现性别平等的地区。
It found women in the region were morelikely than men to be promoted from every level, and twice as likely to bepromoted from senior management.
报告发现，该地区女性在任何一个级别得到提拔的可能性都高于男性，从高级管理层晋升的可能性是男性的两倍。
Women in these markets still face obstaclesto advancing their careers, including the need to care for children and otherfamily members.
新兴市场的女性仍面临着阻碍她们职业发展的障碍，包括照顾子女和其他家庭成员的需要。
One of the biggest barriers to womenparticipating in the paid economy is the amount of unpaid work they have to do,says Radhika Balakrishnan, director of the Center for Women’s Global Leadershipand professor of women’s and gender studies at Rutgers University.
阻碍女性参与到有偿经济中来的最大障碍之一是她们不得不做很多没有报酬的工作，罗格斯大学(Rutgers University)女性全球领导力中心(Center for Women’s Global Leadership)主任、从事女性和性别研究的拉蒂卡•巴拉克里什南教授(Radhika Balakrishnan)表示。
However high up the ladder you are, thatstill lands on the woman.
不管你登上了多高的阶梯，这些劳动仍然落在女性肩上。
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