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Business
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Women and work
女性和工作
The glass-ceiling index
玻璃天花板指數
The best—and worst—places to be a working woman
職場女性待遇最好和最差的國家
AS IT is International Women's Day on March 8th, The Economist has created a glass-ceiling index, to show where women have the best chances of equal treatment at work.
今天是3月8日國際婦女節，《經濟學人》就創造了一個玻璃天花板指數模型來向大家展示哪個地區的職場女性擁有最公平的待遇。
It combines data on higher education, labour-force participation, pay, child-care costs, maternity rights, business-school applications and representation in senior jobs.
這個模型中考慮到的指標有：高等教育、勞工參與度、薪酬、撫養子女的成本、孕婦權利、商學院申請、以及在高級職務中的表現。
Each country's score is a weighted average of its performance on nine indicators.
每個國家的得分是這九項指標加權平均之后的結果。
To no one's surprise, Nordic countries come out well on educational attainment and labour-force participation.
毫無疑問的是，北歐國家在受教育水平和勞工參與度這兩項指標上非常突出。
Women are also relatively well represented in their parliaments; Finland and Sweden were among the first countries to allow women to vote and stand for election.
女性在國會中也能享受相對較高的代表權；芬蘭和瑞典都屬于最先讓女性享有選舉權的國家。
Yet even there women are paid less than men for similar work.
然而即使這樣，這兒的女性在應對相似的工作時拿到的薪酬也比男性要低。
In Finland and Sweden the gap is close to the OECD average of 15%, though in Norway it has fallen to 8%.
在芬蘭和瑞典，男女收入差異已經接近經合組織收入平均水平的15%， 而在挪威男女收入差異僅僅只有8%。
In Finland women accounted for almost half of those who took the GMAT, an entrance exam for business schools, in 2012-13.
在芬蘭，2012年至2013年參與GMAT考試的考生中有一大半是女性。
Worldwide, the share was 43%, an increase of five points in a decade.
在全世界來看，這一比例達到了43%，比10年前上升了五個百分點。
In Norway nearly two-fifths of board members for the largest listed companies are women, thanks largely to the introduction of mandatory quotas in 2008.
在挪威，最大的上市公司董事會中幾乎有五分之二是女性，造成這一現象的很大一部分原因是2008年的強制配額。
That is twice the share in the European Union, which is considering bringing in quotas if the current voluntary approach fails.
該比例已經是歐盟的兩倍了。歐盟表示，如果現行的自愿方式無法奏效的話，他們將會考慮引用強制配額。
At the bottom of our index are Japan and South Korea.
在指數列表低端的是日本和韓國。
Too few women there have jobs, few senior managers or board members are women and pay gaps are large—in South Korea, at 37%, the largest in the OECD.
在這兩個國家，職場女性人數相當少，在高級職務和董事會成員中也少有女性的身影。并且，韓國男女收入差距在經合組織中是最高的，達到了37%。
If, in the UN's words, equality for women is progress for all, both countries have a long way to go.
如果用聯合國的話來說，對于女性而言，平等意味著在各方面都有進步，那么這兩個國家都還有很長的路要走。
