摘要：放眼當(dāng)今職場，在女性權(quán)益方面，我們做到的可能不及說的好聽。職場女性為公司的發(fā)展做了極大的貢獻(xiàn)，然而在完善保護(hù)女權(quán)方面，我們還有很長的路要走。

　　Remember that old cigarette ad that proclaimed: “You’ve come a long way, baby?” It was introduced in 1968 by Virginia Slims, which linked smoking with female empowerment and equality. When we look closely at women in the business world, however, we may not have come as far as we think. Sure, women have made great strides in the corporate climate, but it appears we still do have a long way to go.

　　仍記得那個經(jīng)典的香煙廣告：“真是難熬的一天不是嗎，寶貝?”這是在1968年，將女權(quán)和平等與吸煙相聯(lián)系的弗吉尼婭·斯林姆斯首先提出的。然而放眼當(dāng)今職場，在女性權(quán)益方面，我們做到的可能不及說的好聽。是啊，職場女性為公司的發(fā)展做了極大的貢獻(xiàn)，然而在完善保護(hù)女權(quán)方面，我們還有很長的路要走。

　　Here are ten things that have not changed all that much for working women.

　　對于職場女性，多年來這十件事沒怎么改變。

　　1.The Wage Gap

　　1.工資的差異

　　Here’s the biggest and by far the worst thing that hasn’t changed. It’s even more shocking considering President Kennedy signed the Equal Pay Act more than 50 years ago and President Obama signed the Lilly Ledbetter Fair Pay act in 2009. Although these pieces of legislation were intended to level the paying field for men and women, in 2014, women still only earn 77 cents for every dollar earned by male coworkers.

　　一直以來對職場女性的影響最大，也是最壞的，就是不變的男女工資差異。神奇的是，早在五十多年前肯尼迪總統(tǒng)就簽署了《同酬法》，09年時奧巴馬也簽訂了《萊德貝特公平報酬法》。盡管這些法案的意圖都在于使男女薪金平等化，但直到2014年，職場女性的薪酬還只是男性同事薪酬的77%。

　　2.Working 9 To 5, And At Home

　　2.朝九晚五，到家還不能休息放松

　　It’s exhausting to put in a full day in the office, and then come home only to face mountains of household chores and responsibilities, not the least of which is cooking dinner and running errands. Unfortunately, these duties still traditionally fall to women, although more men are increasingly volunteering to pitch in. That’s great, but women are still expected to be in charge and delegate household responsibilities. This so-called second shift can be draining.

　　一天工作結(jié)束，回到家還要面對成山的家務(wù)以及家庭責(zé)任擔(dān)當(dāng)，至少也得煮個飯，儼然成了家中的雜役。更慘的是，盡管越來越多的老公們有了幫老婆做家務(wù)的良知，家務(wù)活往往還是得女人來做。這種所謂的改變是挺好的，但其實潛意識里家務(wù)還是女人的事，女人的家庭責(zé)任，所以這種改變幾乎不稱其為改變。

　　3.Poor Maternity-Leave Policies

　　3.薄弱的產(chǎn)假政策

　　Having a baby may be one of the most momentous events in your life, but too many American companies treat motherhood like a inconvenience. Compare that to Sweden, which offers 60 weeks off at 80% salary. Come on, we can do better!

　　小寶寶的降生對各位媽媽來說都是一生中最激動人心的時刻，然而太多的美國公司卻不這么看，他們認(rèn)為職員的懷孕帶來的只有不便。在瑞典，媽媽們擁有長達(dá)十五周的帶薪產(chǎn)假(薪水是原來的80%)。艾瑪，我們完全可以做得更好!

　　4.A Lack Of Female CEOs

　　4.女性CEO是稀有物種

　　Girls today are raised to believe they can be and do anything in life, but only a paltry number end up becoming CEOs of major corporations. In fact, only 4% of Fortune 500 company CEOs are women.

　　當(dāng)代的女性都有信心做好工作生活中的每件事，但能在大公司擔(dān)任CEO的女性卻少之又少。事實上，在世界五百強企業(yè)中，只有4%的CEO是女性。

　　5.Men Still Dominate Professional Fields

　　5.男性依舊統(tǒng)治著職場

　　It’s not just Fortune 500 companies that lack female leadership. Many professional fields, such as medicine, law and finance, are still primarily dominated by men. Women remain severely underrepresented in many areas. One recent study shows that only 15% of equity partners in U.S law firms are women. This needs to change!

　　缺少女性領(lǐng)導(dǎo)人的不僅僅是五百強企業(yè)，醫(yī)藥，法律和金融等許多專業(yè)領(lǐng)域也仍由男性主導(dǎo)。在很多方面，女性領(lǐng)導(dǎo)人的出鏡率不高。一項近期調(diào)查表明，美國法律公司只有15%的股權(quán)伙伴是女性。這需要改變!

　　6.Disproportionate Stress Levels

　　6.不相稱的壓力等級

　　Work can be quite stressful at times, and it’s women who bear the brunt of work-related stress. More women than men report feeling stressed at work, which affects health and emotional well-being, according to an American Psychological Association survey. Thankfully, women are also becoming more empowered when it comes to calling for flexibility and ways to tame the stress.

　　工作壓力有時會喪病地找上門來，首當(dāng)其沖受到蹂躪的就是女性。美國心理學(xué)會一項調(diào)查稱，更多的女性認(rèn)為自己在工作中壓力大，而且這影響到她們的身心健康。因禍得福的是，女性也變得越來越有能力靈活應(yīng)對，學(xué)會如何制服壓力。

　　7.Discrimination Still Exists

　　7.歧視依舊在

　　Although we wish gender discrimination is a thing of the past, unfortunately, this isn’t the case. Discrimination still affects women in the work world, in many subtle ways. Attitudes of male coworkers towards their female peers, treatment of female compared to male subordinates by male managers, and the stigma that accompanies a working Mom. These things can make the workplace a frustrating rather than a liberating place.

　　盡管我們希望性別歧視已經(jīng)是過去式，但很不幸的是它現(xiàn)在還存在于職場。歧視以一種微妙的姿態(tài)影響著職業(yè)女性。男同事對女同事的態(tài)度，男經(jīng)理對男女下屬的區(qū)別對待，職業(yè)媽媽的心理負(fù)擔(dān)......這些事情都讓職場變得不再自由，反到令人沮喪。

　　8.Concrete Ceiling

　　8.在“男人行當(dāng)”難以突破自我

　　We’ve all heard of that glass ceiling, but there is another one that has also been tough to crack. Women are still having trouble breaking into traditionally male-dominated fields such as construction or plumbing. Perhaps if we familiarize ourselves with technology or other methods of getting to know these industries, more women will get involved in these professions.

　　我們都聽說過打破職場玻璃頂?shù)氖虑?，然而還有一道界限仍是難以攻破的。女性無法像傳統(tǒng)的“男人行當(dāng)”發(fā)展，例如建筑和管道工程。可能只有當(dāng)我們能夠用技術(shù)和科學(xué)武裝自己融入這一領(lǐng)域時，更多的女性才能從事這類職業(yè)。

　　9.Flex Time Is Too Rigid

　　彈性時間沒有彈性

　　In 1980, the movie “9 to 5” introduced us to the concept of flex time, but it has not taken off as a trend. Only about half of U.S. companies offer some sort of flexible arrangement. In addition, a recent study has found that most companies grant flex time to senior-level men rather than women, which is surprising given the fact that it’s women who need more flexibility in order to care for children.

　　在1980年，電影“朝九晚五”給我們描繪了所謂彈性時間的畫面，但這個到現(xiàn)在也沒有真正成為主流。僅有大約一半的美國公司為員工提供這樣的彈性時間安排。另外，一項最近的研究發(fā)現(xiàn)，大部分的公司為高級雇員提供的彈性時間里，男性雇員的時長大于女性，但事實上，女性才是更加需要這樣的彈性時間去照顧自己孩子的。

　　As you can see, working women may not have come as far as we thought. This means we need to keep pushing politicians and business leaders for change and continue to keep these workplace discrepancies in the spotlight.

　　如你所見，職場女性這么多年來也沒見得過了多少好日子。這就意味著政客與商業(yè)領(lǐng)導(dǎo)人們應(yīng)一直重視，并改變這樣的職場歧視。

　　10.Day Care Dilemma

　　照顧娃的煩惱

　　Although many women choose to become mothers and continue to work, most companies do not provide day care services or even offer reimbursement for the cost. As a result, families are forced to spend a good part of their paychecks on child care, which can make working feel pointless. In addition, it’s often the mother who chooses to stay home in these situations.

　　雖然很多媽媽決定做回職場女性，大多數(shù)的公司還是沒有提供日護(hù)服務(wù)或是其報銷業(yè)務(wù)。這就導(dǎo)致家庭為孩子開銷太大，讓媽媽們情何以堪。而且，一般都是媽媽選擇辭職在家照顧寶寶。