职场性别: 职业女性升职难的真正原因_BEC初级作文

职场性别: 职业女性升职难的真正原因

It doesn't have to be this way. A little organizational imagination bolstered by a commitment from the C-suite can point the path to a saner, more satisfying blend of the things that ambitious women want from work and life. It's time that we put the clock at the heart of this debate.

这种状况是可以改变的。只需要一点对于组织架构的想象力，加上来自最高管理层的支持，就能为雄心勃勃的职业女性铺设一条更健康的道路，让其对生活工作皆满意。现在该是直面这个争议的时候了。

I know this is doable because I run a growing startup company in which more than half the professionals work fewer than 40 hours a week by choice. They are alumnae of top schools and firms like General Electric and McKinsey, and they are mostly women. The key is that we design jobs to enable people to contribute at varying levels of time commitment while still meeting our overall goals for the company.

我知道这是可行的，因为我自己经营着一家成长中的初创公司。公司里超过半数的职员选择每周工作少于40小时。这些职员都是名校毕业生，曾任职于像通用电气（General Electric）、麦肯锡（McKinsey）这样的名企，他们中大部分是女性。关键点在于，我们的职位设计使得员工能够选择不同的工作时长来完成任务，同时仍能达到公司的整体目标。

This isn't advanced physics, but it does mean thinking through the math of how work in a company adds up. It's also an iterative process; we hardly get it right every time. But for businesses and reformers serious about cracking the real glass ceiling for women -- and making their firms magnets for the huge swath of American talent now sitting on the sidelines -- here are four ways to start going about it.