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  3. Top business chiefs like Indra Nooyi, Anu Agha and Shikha Sharma may have broken the glass ceiling to command their own boardroo

Top business chiefs like Indra Nooyi, Anu Agha and Shikha Sharma may have broken the glass ceiling to command their own boardroo

admin2014-02-27  70
问题     Top business chiefs like Indra Nooyi, Anu Agha and Shikha Sharma may have broken the glass ceiling to command their own boardrooms but these are mere exceptions rather than the norm. A new global survey reveals that women enter the workforce in large numbers but over time steadily "vaporise" from the higher ranks of organisational hierarchy.
    Research by a business consulting firm Bain and the company showed that organisations lost talent, with a disproportionate number of women employees at middle and senior levels leaving their jobs. "A 5% decrease in female retention, after 10 years, results in the equivalent of wiping out the benefits of increasing female recruitment from 30% to 50%," the report said.
    "Achieving gender parity in the workplace is possible if business leaders take a systematic and customised approach to finding out what counteracts women along the way at their organisations," Orit Gadiesh, Bain chairman and co-author of the study, said. The study showed that senior management in 75% of companies had not made gender parity a stated and visible priority, while 80% of firms had not committed adequate funding or resources to the initiatives.
    Other findings showed that while 66% of men reported that they believed women shared equal opportunity to be promoted to leadership and governance positions, less than a third of women felt the same. Also, while a majority of responders supported the idea of gender parity in the workplace, it was the women who voted strongly in favour of strategic commitment. More than 80% of women agreed or strongly agreed while only 48% men felt that achieving gender parity should be a critical business imperative for their organisations.
    Incidentally, while both men(87%)and women(91%)voted in large numbers in favour of the belief that either sex could be a primary breadwinner, when it came to making career sacrifices, however, men and women reacted differently. While 59% of women agreed they would sacrifice their career for the sake of the household, a slightly lower 53% of men felt the same way. Men tended to be more confident than women that their partner would make a career sacrifice: in the survey results, 77 of men felt their partner would compromise on their career for the sake of family, while only 45% of women could confidently make the same claim.
    When asked about recruitment or promotion into management or executive positions, both men and women were less likely to agree that parity existed and men saw a rosier picture than women. In the survey results, about twice as many men as women felt that women had an equal chance as men of being recruited in executive roles, promoted on the same time line into executive roles or appointed to key leadership or governance roles.
From paragraph 4, we may learn that______.
选项 A、most male colleagues had equally strong belief in workplace equality
B、a wide gap still existed in how to make gender parity come true
C、a large part of the females showed no interest in business leadership
D、females should enjoy more opportunities in terms of getting advanced
答案B
解析 提示信息指向第四段。A虽然来自第一句，但是却歪曲了“男女认识不同”的原文信息。B来自本段最后一句，突出了男女有别。C的信息没有依据。D的信息与本段有冲突：段落讨论男女对待职场女性的认识差异，没有讨论“女性的机遇”问题。
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