产生领导角色性别差异的原因很多——直接的性别歧视、女性需要承担更多的家庭责任、职场中缺乏灵活性,更为重要的是,我们带有的偏见。虽然全球各地的文化千差万别,但是我们对于男性与女性的偏见却惊人的相似。尽管女性的地位在中国及全球各地都在不断变化与演进,传统的预期与偏见却依然如故。直到今天,在美国、中国乃至全球各地,男性总被期待去领导、奋进、成功,而女性则被期待去分享、融通、屈从他人。我们期待男孩和男人展现领导力,但是当一个小女孩出头来领导时,英语中我们称她“专横”,中文则称之为“强势”。
Other social barriers also hold women back. Women are often excluded from professional networks -- like Guanxi -- and both formal and informal socializing that is critical for job advancement. This is also true in the United States, where men often chose to mentor other men instead of women.
其它一些社会因素也阻碍了女性的前进。女性通常被职业社交圈排除在外——比如“关系”——以及正式的、非正式的对职业发展至关重要的社交活动。在美国也是如此。在美国,男性通常选择去指导其他男性而不是女性。
I believe that the world would be a better place if men ran half our homes and women ran half our institutions -- and the good news is that we can change the stereotypes and get to real equality. We can support women who lead in the workforce. We can find more balance in the home by fathers helping mothers with housekeeping and childrearing; more equal marriages are happier and more active fathers raise more successful children. We can walk up to someone who calls a little girl "bossy," and say instead, "That little girl is not bossy. That little girl has executive leadership skills."
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