英國政治家基蒂o厄謝爾(Kitty Ussher)認為，如果一家公司的董事會中沒有女性任職，那么該公司將處于"競爭劣勢"；而這些公司應該捫心自問，自己那些有才華的雇員都到哪里去了。
Companies without women in senior boardroom roles are at "a competitive disadvantage" and should ask themselves where their talented employees have gone, says Kitty Ussher.
在富時100指數(shù)成分股公司的職位中，女性只占2%。男女平等運動人士預計，以這種情況看，盡管男女在員工總數(shù)中幾乎各占一半，但要讓董事會中的女性比例與男性持平，尚需40年時間。而且，據(jù)稱在倫敦金融區(qū)中心，騷擾和性別歧視仍很常見。法庭上經(jīng)常出現(xiàn)一系列涉嫌"金融城大男子主義"的案例。
With women counting for just 2 per cent of the top jobs in FTSE-100 companies, equality campaigners have forecast that it will take 40 years before they reach the same level of representation as men in the boardroom despite accounting for almost half the workforce. And, in the heart of London's financial district, it is claimed that harassment and sexual discrimination remain commonplace. The courts have seen a string of alleged "sexism in the City" cases.
雖然沒有談及法庭案例，但厄謝爾指出，至少有一位首席執(zhí)行官曾經(jīng)提出，女性在英國公司高層代表名額不足是個"需要解決的問題"。"我對這個問題的看法一向如此，公司招募到人才并且留住人才，才會有表現(xiàn)，"她表示。"如果它們不能留住某些人才，就會讓自己處于劣勢。"
Ms Ussher, though steering clear of the court cases, said at least one chief executive had raised the under-representation of women at the top of UK companies "as something that needs to be addressed". "My view on this has always been the same, which is that companies will do best if they recruit the best talent and they keep the best talent," she said. "And, if they're not keeping some of their talent pool, then that puts them at a disadvantage."
"如果我是CEO，當我發(fā)現(xiàn)有人（絕大多數(shù)是家有小孩的父母，但不全是）在人生的某個階段決定離職時，我就會說：'我們?yōu)槭裁匆ミ@個人才？'"
"If I was a CEO and I found people, predominantly but not totally mothers and parents of young children, deciding to leave at a certain stage in their life, I would say, 'Why are we losing the talent?'
"反過來看，還有一個社會某些領域缺乏信譽的問題。為什么某些具有特定種族背景或特定性別的人無法取得企業(yè)家那樣的成功？其實并沒有什么事實證據(jù)表明他們的能力較差。"
"If you flip it around the other way, there's also an issue about certain sectors of society not getting access to credit. Why is it that people from certain ethnic backgrounds or a certain gender are not succeeding so well as entrepreneurs and there's actually no factual evidence that they are less capable?"
Companies without women in senior boardroom roles are at "a competitive disadvantage" and should ask themselves where their talented employees have gone, says Kitty Ussher.
在富時100指數(shù)成分股公司的職位中，女性只占2%。男女平等運動人士預計，以這種情況看，盡管男女在員工總數(shù)中幾乎各占一半，但要讓董事會中的女性比例與男性持平，尚需40年時間。而且，據(jù)稱在倫敦金融區(qū)中心，騷擾和性別歧視仍很常見。法庭上經(jīng)常出現(xiàn)一系列涉嫌"金融城大男子主義"的案例。
With women counting for just 2 per cent of the top jobs in FTSE-100 companies, equality campaigners have forecast that it will take 40 years before they reach the same level of representation as men in the boardroom despite accounting for almost half the workforce. And, in the heart of London's financial district, it is claimed that harassment and sexual discrimination remain commonplace. The courts have seen a string of alleged "sexism in the City" cases.
雖然沒有談及法庭案例，但厄謝爾指出，至少有一位首席執(zhí)行官曾經(jīng)提出，女性在英國公司高層代表名額不足是個"需要解決的問題"。"我對這個問題的看法一向如此，公司招募到人才并且留住人才，才會有表現(xiàn)，"她表示。"如果它們不能留住某些人才，就會讓自己處于劣勢。"
Ms Ussher, though steering clear of the court cases, said at least one chief executive had raised the under-representation of women at the top of UK companies "as something that needs to be addressed". "My view on this has always been the same, which is that companies will do best if they recruit the best talent and they keep the best talent," she said. "And, if they're not keeping some of their talent pool, then that puts them at a disadvantage."
"如果我是CEO，當我發(fā)現(xiàn)有人（絕大多數(shù)是家有小孩的父母，但不全是）在人生的某個階段決定離職時，我就會說：'我們?yōu)槭裁匆ミ@個人才？'"
"If I was a CEO and I found people, predominantly but not totally mothers and parents of young children, deciding to leave at a certain stage in their life, I would say, 'Why are we losing the talent?'
"反過來看，還有一個社會某些領域缺乏信譽的問題。為什么某些具有特定種族背景或特定性別的人無法取得企業(yè)家那樣的成功？其實并沒有什么事實證據(jù)表明他們的能力較差。"
"If you flip it around the other way, there's also an issue about certain sectors of society not getting access to credit. Why is it that people from certain ethnic backgrounds or a certain gender are not succeeding so well as entrepreneurs and there's actually no factual evidence that they are less capable?"