現(xiàn)在這個(gè)時(shí)代，真的男女平等了嗎？看起來一個(gè)公司里男女職工總數(shù)目相差無幾，實(shí)際上，一看高管的男女比例，就會(huì)發(fā)現(xiàn)，距離男女真正平等的年代，還早著呢！

同等學(xué)歷和條件下的女性，坐著比男性低的位置，拿著比男性少的工資，懷揣著比男性渺茫的升職夢(mèng)想，這是誰的問題呢？

It seems more likely that we'll have a woman in the White House before we see one in a major leadership position at Exxon Mobile Corp., Sears, or Costco. Studies released this week show that while two-thirds of the companies in the Fortune 500 have at least one woman in a leadership position, more than 25 percent those companies—including those three—don't have any female executive officers at all.

According to the 2010 Catalyst census, women held 15.7 percent of board seats in 2010 (a very slight gain over the 15.2 percent they held last year) and 14.4 percent of Executive Officer Positions, up form 13.5 percent in 2009. But while more than two-thirds of Fortune 500 companies had at least one women in the Executive Officer seat, that number was unchanged from 2009—as was the number of companies with no women in executive leadership positions at all.

Mentoring and coaching didn't seem to make much of a difference, either—for women, that is. According to another Catalyst report, men who had mentors received a starting salary that averaged $9,260 higher than a similarly qualified woman with a mentor. Mentored men also received more promotions than mentored women, and greater salary increases, earning on average 21 percent more per promotion. (Women's compensation, on the other hand, increased by only about 2 percent per promotion, which leads us to wonder: How much is our work worth?)

Why such a huge difference? Chalk it up to The Old Boys Club, maybe: Men tend to have mentors who are higher up the corporate ladder, have more power, and are better able to provide sponsorship than women. Sponsors usually advocate for specific opportunities for the people they had taken under their wing, while mentors tend to provide advice, networking, and guidance. And since men tend to mentor other men, and there are more women than men in positions of corporate power, then the cycle continues.

But sponsorship alone isn't the answer, either. Forget the on-ramp: Even with influential sponsors or senior-level mentors, women didn't fare as well as men, according to Catalyst: their salary increases were still smaller than those earned by men with similar sponsorship.

Sears，Costco：都為美國大公司

Chalk it up to: 從……中得到經(jīng)驗(yàn)，或得到教訓(xùn)

The Old Boys Club：男子學(xué)校里時(shí)期就打下友情基礎(chǔ)的男士，后在商界或政界彼此相幫合作