So the question is, how are we going to fix this? How do we change these numbers at the top? How do we make this different? I want to start out by saying, I talk about this -- about keeping women in the workforce -- because I really think that's the answer. In the high-income part of our workforce, in the people who end up at the top -- Fortune 500 CEO jobs, or the equivalent in other industries -- the problem, I am convinced, is that women are dropping out. Now people talk about this a lot, and they talk about things like flextime and mentoring and programs companies should have to train women. I want to talk about none of that today, even though that's all really important. Today I want to focus on what we can do as individuals. What are the messages we need to tell ourselves? What are the messages we tell the women who work with and for us? What are the messages we tell our daughters?
所以问题是,我们该怎样解决这样的尴尬?我们怎样改变这些高管职位的比例?我们怎样使这件事变得不一样?我首先想说,说说这个——女性就职——因为我确认这就是答案。在职场高收入群体中,在高管人员中——财富500强首席执行官,或其它行业的类似职业——我确信女性被排除在外。当下人们对此谈了很多,他们谈到像弹性工作制、指导和培训女性的计划。今天我不想谈这些,尽管这些都非常重要。今天我想谈的是作为个人我们能做什么。我们要告诉自己什么? 我们要告诉女同事和女员工什么?我们要告诉女儿的事是什么?
【Facebook首席运营官给职场女性的三个建议】相关文章:
★ 男性避孕药出来了
最新
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15
2020-09-15