性別歧視——陰魂不散的職場攔路虎

08 性別歧視——陰魂不散的職場攔路虎

盛世長城即將離任的董事長凱文·羅伯茨否認性別不平等是一個問題——“這場該死的辯論已經(jīng)結(jié)束”。這種言論為他帶來了麻煩。事實上，職場性別歧視遠未結(jié)束。

職場中有哪些因素阻礙著女性發(fā)展？如果你問盛世長城(Saatchi & Saatchi)即將離任的董事長凱文·羅伯茨，他會回答問題在于女性本身?！八齻兊谋ж摬皇强v向抱負，而是貪圖快樂的那種內(nèi)在、繞圈的追求，”他在近期接受《商業(yè)內(nèi)幕》(Business Insider)采訪時表示。幾天后，被母公司法國陽獅集團(Publicis)停職的他承認自己“失敗得太快”，并宣布將辭職。

It is superficially appealing to cast Mr Roberts as the victim of a feminist witch hunt.Surely he is a martyr who dared to speak the truth: that for many women it is the desire to have a work-life balance, rather than discrimination, that stops them reaching the top of their industry.

從表面來看，人們很容易把羅伯茨當作女權(quán)主義政治迫害的受害者。難道他不是一位敢于說實話的烈士嗎：對很多女性來說，難道不是她們對工作/生活平衡的渴望（而不是性別歧視）阻礙著她們攀登事業(yè)巔峰？

But his comments went far beyond that.He denied that gender inequality was a problem at all — “the f***ing debate is all over” — and accused British advertising consultant Cindy Gallop of lying about sexual harassment in the industry.“I think she's got problems that are of her own making,” he claimed.“I think she's making up a lot of the stuff to create a profile, and to take applause.”

但是他的言論遠遠超出了這個范疇。他從根本上否認性別不平等是一個問題——“這場該死的辯論已經(jīng)結(jié)束”——并指責英國廣告業(yè)咨詢顧問辛迪·蓋洛普在該行業(yè)性騷擾問題上撒謊?！拔矣X得她的問題都是她自己搞出來的，”他聲稱，“我覺得她編造了很多內(nèi)容來建立一個形象，并得到掌聲?！?/p>

Under such circumstances, it is unsurprising that Publicis moved against him: an advertising firm should know a bad advert for its business when it sees one.Sadiq Khan, mayor or London, has banned “body shaming” posters on the capital's transport system; Unilever has pledged to spend its ￡6.3bn annual marketing budget on ads that smash female stereotypes.

在這種環(huán)境下，陽獅倒戈羅伯茨也是意料之中的：廣告公司應該一眼看出對自身業(yè)務不利的廣告。倫敦市長薩迪克·汗禁止在首都的交通系統(tǒng)內(nèi)張貼“體形歧視”海報；聯(lián)合利華承諾將該公司63億英鎊的年度營銷預算用于打破女性刻板印象的廣告。

女性的職場困境

For outsiders, however, an honest conversation is always more useful than knee-jerk condemnation.Mr Roberts' comments are a reminder of three roadblocks on the path to gender equality at work: outdated attitudes; unhelpful structures; and a lack of data — a result of the casual dismissal of women's experiences.

然而，在外人看來，坦誠對話總是比條件反射般的譴責來得更實在。羅伯茨的言論提醒了人們，在通往職場性別平等的道路上有3個障礙：過時的態(tài)度、無益的結(jié)構(gòu)、以及缺乏數(shù)據(jù)——隨意忽視女性經(jīng)歷的結(jié)果。

生育差距

First, it is time to overhaul our idea of a perfect employee.There is little evidence to support the assumption that macho work-aholics are the most valuable people in a company.Second, we have to smash the artificial division between a woman's choice to opt out of the rat race and “real” discrimination.Our decisions are shaped by the unequal structures of the working environment.

首先，是時候徹底反思我們對完美員工的想法了。幾乎沒有證據(jù)支持男性工作狂是公司最具價值員工的假設(shè)。其次，我們必須打破女性選擇退出職場競爭與“真正的”歧視之間的人為劃分。我們的決定是由工作環(huán)境中的不平等結(jié)構(gòu)造成的。

Once a woman has taken time off work for childbirth and breastfeeding, a pattern is created where she is seen as the “primary” parent.Many hoped the introduction of shared parental leave would change that; but so far UK take-up rates have been very low.(Unlike the Scandinavian model, there is no portion which can only be taken by fathers.)

一旦女性為生育和哺乳請假，便會出現(xiàn)一種模式——人們會認為她的“首要職責”是母親。很多人曾希望引入共享產(chǎn)假政策會改變這一點，但是迄今為止英國的接受度仍然非常低。（與北歐模式不同，英國沒有只允許父親申請的產(chǎn)假）。

The “maternity gap” is the most fundamental structural problem preventing gender equality in the workplace.Among full-time British workers aged 22-29, women earn more than men.At the age where women can work as flexibly, and put in the same long hours as their male peers, they do not fall behind.The pay gap opens up when children arrive — and then never closes again.

“生育差距”是阻礙職場性別平等最根本的結(jié)構(gòu)性問題。年齡在22-29歲的英國全職員工中，女性的收入超過男性。在女性可以彈性工作、和男性一樣投入長時間工作的年齡段，她們并不落后。男女之間的收入差距是在子女出生時拉開，之后再也無法縮小。

Very few firms “enhance” statutory paternity pay, so men are understandably reluctant to take the drop in status and income that staying at home entails.There is a very good reason for a woman to return to work after having a baby: an income of her own and the independence that brings.Where is the matching incentive for men to undertake more unpaid caring labour that takes them out of the workplace? Encouraging men to take shared parental leave, to work part time, or even to leave at 6pm to read a bedtime story, would help.

很少會有公司“補充”休陪產(chǎn)假的男性的法定收入，因此男性自然不愿接受在家當奶爸所伴隨的地位下降和收入下滑。對女性來說，她們有很好的理由在生完孩子后恢復工作：屬于自己的收入及其帶來的獨立性。對男性來說，離開工作場所、承擔更多無償護理的任務有什么對應的激勵嗎？鼓勵男性申請共享產(chǎn)假、做兼職、甚至6點下班回家給孩子講睡前故事，會有所幫助。

職場性騷擾

Finally, we must listen when women talk about the experiences that have held them back.Overt discrimination of the “dumb blondes can't fly planes” school is diminishing, but sexual harassment at work is widespread.It is not something women make up “to create a profile”.A glance around boardrooms and corner offices shows there is no monstrous regiment of women borne to the top on a wave of allegations against colleagues.Like other whistleblowers, women who accuse their bosses of sexual harassment often end up sidelined or forced out while the accused is protected.

最后，我們必須傾聽女性談論她們受到阻礙的經(jīng)歷?！坝薮赖慕鸢l(fā)美女開不了飛機”之類的公然歧視正在減少，但是職場性騷擾普遍存在。這并不是女性為“樹立形象”而編造的。只要看看董事會和辦公室就會發(fā)現(xiàn)，沒有多少女性是因為指控同事而進入高層的。像其他告發(fā)者一樣，指控老板性騷擾的女員工往往會被排擠或逼走，而被控的一方則會受到保護。

Gretchen Carlson, the US television presenter, was initially painted as a washed-up gold-digger when she filed a sexual harassment lawsuit against Roger Ailes, the Fox News boss.Then the dam burst: another 20 women came forward with similar accusations.Mr Ailes, who denies the claims, soon left the company, with a $40m exit package.

當美國電視主持人格蕾琴·卡爾森(Gretchen Carlson)發(fā)起針對?？怂剐侣?Fox News)老板羅杰·艾爾斯(Roger Ailes)的性騷擾訴訟時，她最初被描述為拜金女。之后真相有如決堤一般：另外20位女性站出來做出了類似指控。否認這些指控的艾爾斯很快離開了公司，帶著4000萬美元的補償。

職場的性別不平等問題是一項巨大挑戰(zhàn)。在傳統(tǒng)性別觀念和女權(quán)思想深刻對立的中國社會中，職場性別歧視以更為復雜的形態(tài)盤踞在女性員工的晉升之路上。你認為在中國職場中，哪一項是女性員工面臨的最大絆腳石呢？參與我們的投票吧。

詞匯總結(jié)

sexual harassment 性騷擾

He denied that gender inequality was a problem at all — “the f***ing debate is all over” — and accused British advertising consultant Cindy Gallop of lying about sexual harassment in the industry.

他從根本上否認性別不平等是一個問題——“這場該死的辯論已經(jīng)結(jié)束”——并指責英國廣告業(yè)咨詢顧問辛迪·蓋洛普在該行業(yè)性騷擾問題上撒謊。

stereotype['ster??(?)ta?p; 'st??r??(?)-]

vt.使用鉛版；套用老套，使一成不變

n.陳腔濫調(diào)，老套；鉛版

Unilever has pledged to spend its ￡6.3bn annual marketing budget on ads that smash female stereotypes.

聯(lián)合利華承諾將該公司63億英鎊的年度營銷預算用于打破女性刻板印象的廣告。

knee-jerk ['ni:d??:k]

n.下意識，自動反應；膝反射

adj.下意識的，自動反應的；膝反射的

For outsiders, however, an honest conversation is always more useful than knee-jerk condemnation.

然而，在外人看來，坦誠對話總是比條件反射般的譴責來得更實在。

roadblock ['r??dbl?k]

n.路障；障礙物

vi.設(shè)置路障

Mr Roberts'comments are a reminder of three roadblocks on the path to gender equality at work.

羅伯茨的言論提醒了人們，在通往職場性別平等的道路上有3個障礙。

workaholic [w??k??h?l?k]

n.專心工作的人；醉心于工作的人；為免遭辭退而工作過分賣力的人

adj.醉心于工作的

There is little evidence to support the assumption that macho workaholics are the most valuable people in a company.

幾乎沒有證據(jù)支持男性工作狂是公司最具價值員工的假設(shè)。