2013年考研英语二阅览了解第四篇翻译+要点单词汇总
europe is not a gender-equality heaven. in particular, the corporate workplace will never be completely family—friendly until women are part of senior management decisions, and europe’s top corporate-governance positions remain overwhelmingly male .?indeed, women hold only 14 percent of positions on europe corporate boards.
欧洲并非性别对等的地狱。特别是,除非女功能参加高层打点抉择计划,否则职场永久不会完全变成家庭友爱型场所,而欧洲的公司打点高层职位仍然是男性占有必定大都。实际上,女人仅占欧洲公司董事座位的14%。
the europe union is now considering legislation to compel corporate boards to maintain a certain proportion of women-up to 60 percent. this proposed mandate was born of frustration. last year, european?commission vice president viviane reding issued a call to voluntary action. reding invited corporations to sign up for gender balance goal of 40 percent female board membership. but her appeal was considered a failure: only 24 companies took it up.
欧盟正思考立法,强逼公司董事会保有必定比例的女人—该比例可高达60%。此强行性提议源于一次波折。上一年,欧盟委员会副主席薇薇安·瑞丁建议了一项自愿活动的呼唤。瑞丁聘请各公司参加完成“女人在董事会中占40%”这一性别平衡方针。但她的呼吁被认为是失利的:只需24在家公司承受其呼吁。
do we need quotas to ensure that women can continue to climb the corporate ladder fairy as they balance work and family?
咱们真的需要定额来保证女人在平衡作业和家庭的一起能持续公正地攀爬公司提升阶梯吗?
“personally, i don’t like quotas,” reding said recently. “but i?like what the quotas do.” quotas get action: they “open the way to equality and they break through the glass ceiling,” according to reding, a result seen in france and other countries with legally binding provisions on placing women in top business positions.
“就自个来说,我不喜爱定额,”瑞丁迩来说道,“但我喜爱定额所起到的作用”。在瑞丁看来,定额会引发行为:它们“拓荒通往对等之路,且打破提升妨碍”,这一成果已可见于法国和其他对女人在公司高层所占比例有明文规则的国家。
i understand reding’s reluctance-and her frustration. i don’t like quotas either; they run counter to my belief in meritocracy, government by the capable. bur, when one considers the obstacles to achieving the meritocratic ideal, it does look as if a fairer world must be temporarily ordered.
我了解瑞丁的不甘心——还有她的波折感。我也不喜爱定额;它们有悖于我所崇奉的英才准则,即能者居之。但思考到完成英才准则这一抱负所面临的许多妨碍,的确看起来有必要暂时施行强行打点才干让世界变得更公正。
after all, four decades of evidence has now shown that corporations in europe as the us are evading the meritocratic hiring and promotion of women to top position— no matter how much “soft pressure” is put upon them. when women do break through to the summit of corporate power–as, for example, sheryl sandberg recently did at facebook—they attract massive attention precisely because they remain the exception to the rule.
究竟,四十年的根据现已
标明,不管给它们施加多少“软压力”,欧洲以及美国的公司都在躲避高手选才,回绝升官女人到高层。当女人的确打入公司权力高层时—一例如,就像雪莉·桑德伯格迩来在脸书所做的那样—她们会备受凝视,而这恰恰是因为她们仍然归于规则中的破例。
if?appropriate pubic policies were in place to help all women—whether ceos or their children’s caregivers–and all families, sandberg would be no more newsworthy than any other highly capable person living in a more just society.
假定可以拟定恰当的公共方针来协助一切女人——元论是公司高管仍是她们孩子的护工—-—以及一切家庭,那么在这样一个更公正的社会,桑德伯格就不会比任何其他杰出人士更具报导价值。