新興經濟體的女性晉升之路
Women in some developing economies arejoining the top ranks of business management at the same pace as those inwestern countries.
在一些發展中經濟體，女性升職躋身企業最高管理層的速度與西方國家一樣快。
This is particularly true in the largestemerging markets, says Saadia Zahidi, head of gender and employment initiativesat the World Economic Forum.
世界經濟論壇(World Economic Forum)的性別和就業計劃主管薩阿迪亞•扎赫迪(Saadia Zahidi)表示，在幾個最大的新興市場尤其如此。
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.
該組織的年度全球性別差距指數(Global Gender Gap Index)採用經濟、教育、健康和政治等方面指標，對145個經濟體進行排名，以評估它們利用女性人才儲備的情況。
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：一些處於較高和中等收入階層、掌握高等技能的女性表現非常好，在很多情況下，從性別差距和領導能力方面來講都好於（一些）發達國家。
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.
突出的例子包括亞洲最大能源公司之一泰國萬浦集團(Banpu)首席執行官Somruedee Chaimongkol以及南非航空(South African Airways)前首席執行官、如今擁有自己的航空公司的西扎•姆茲米拉(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，在中國，21%的公司高級職位由女性擔任，這一比例略高於美國的20%。
In some places, legislative changes havehelped.
在一些地區，法律修訂起到了作用。
Countries such as Kenya, India and Malaysiahave introduced quotas for women on corporate boards.
肯尼亞、印度和馬來西亞等國引入了公司女性董事指標。
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.
在家族企業衆多的經濟體中，當領導權移交給下一代時，由女兒掌權變得更能被人們接受。
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.
新興市場越來越多的商界女性取得成功的一個關鍵原因是女性受教育機會增加，至少對於那些能承擔大學教育費用的女性而言。
In Asia, the number of top universities isgrowing.
在亞洲，一流大學的數量不斷增加。
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年泰晤士報高等教育世界大學排行榜(Times Higher Education World University Rankings)上，有289所亞洲大學上榜，其中19所排在前200名之列，包括中國的清華大學(Tsinghua)。該榜單全部上榜大學爲980所。
Meanwhile, more women in developingcountries are seeking business training.
與此同時，在發展中國家，更多的女性尋求接受商科教育。
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.
非盈利組織全球商學院網絡(Global Business School Network)創始人兼首席執行官蓋伊•普費弗曼(GuyPfeffermann)表示：各地區情況不同，但過去10年接受商科教育的女性數量確實不斷增多。該組織爲發展中國家的管理學教育提供支持。
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，最近幾十年，在新興市場的大學中，女性或者實現了與男性對等，或者佔到了多數。
And we’re seeing thepay-off of that in mid-level and senior positions.
我們看到這些正反映到企業的中高層職位上來。
Companies are playing a role, too.
企業也在發揮作用。
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1萬名女性的巾幗圓夢計劃(10000 Women)爲全球各地資源匱乏的女性提供商業和管理教育、導師和人脈以及融資渠道。
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.
新興市場的一些公司正投入資金，支持女性進入商界，就像富裕國家的企業那樣做，這要歸因於人們越來越認識到職場性別多樣性會給企業帶來好處。
Carmen Niethammer sees this at work amongthe clients of the International Finance Corporation, the World Bank’s privatesector arm.
卡門•尼特哈默爾(Carmen Niethammer)是世界銀行(World Bank)旗下私營部門機構國際金融公司(IFC)性別祕書處的就業負責人，她看到這種做法在IFC的客戶中發揮了作用。
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：一些公司正在基礎設施薄弱的農村地區設立兒童看護中心。
She points to India, where companies areinvesting in childcare facilities.
她以印度爲例，該國一些公司正投資發展兒童看護機構。
The IT industry is at the forefront ofthis, she says.
她表示：IT行業處於這方面的前沿。
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，在涉及到讓女性加入高級管理層的問題時，一些地區比其他地區進步得更快，尤其是在公司治理領域。
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，非洲開發銀行(ADB)發現，雖然非洲藍籌公司中女性董事的比例（14%）落後於歐盟（18%）和美國財富500強企業（17%），但高於亞太（10%）和拉美（6%）。
Meanwhile, at middle management level, itis Latin America where women are making most gains, says Ms Niethammer.
與此同時，尼特哈默爾表示，在中級管理層，拉美的女性進步最大。
They have started to bring [women] intomiddle management, she says.
她表示：他們開始讓（女性）進入中層。
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.
在人力資源諮詢公司美世(Mercer)2016年的《女性成長，則百業俱興》報告中，拉美是唯一一個有望到2025年在專業職位或較高職位實現性別平等的地區。
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.
報告發現，該地區女性在任何一個級別得到提拔的可能性都高於男性，從高級管理層晉升的可能性是男性的兩倍。
Women in these markets still face obstaclesto advancing their careers, including the need to care for children and otherfamily members.
新興市場的女性仍面臨着阻礙她們職業發展的障礙，包括照顧子女和其他家庭成員的需要。
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.
阻礙女性參與到有償經濟中來的最大障礙之一是她們不得不做很多沒有報酬的工作，羅格斯大學(Rutgers University)女性全球領導力中心(Center for Women’s Global Leadership)主任、從事女性和性別研究的拉蒂卡•巴拉克裏什南教授(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階梯，這些勞動仍然落在女性肩上。
