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The glass ceiling in the corporate world is not broken, but it is starting to crack.
企業(yè)界的玻璃天花板沒有破碎，但就要開始破裂了。
Women are getting on to corporate boards at greater speed, and in greater numbers.
企業(yè)董事會中女性人數(shù)更多，增長速度更快。
Research by LinkedIn, a professional networking site, shows that across five countries
職業(yè)網(wǎng)站LinkedIn研究表明在5個國家中
(America, Germany, India, Italy and Norway) women it lists as directors reached the position faster than their male counterparts did.
（美國、德國、印度、意大利和挪威），女性坐上董事位子的速度比男性同事更快。
In America, for example, women got there 9.8 years after leaving university and men after 10.9 years.
例如，在美國，女性在大學畢業(yè)后需要9.8年爬上董事的位子，而男性則需要10.9年。
This suggests that younger women are making good progress in the boardroom. Overall, however, females are still lagging behind the males.
這表明在董事會中，年輕女性正在取得很大的進步。但總體來看，女性仍落后于男性。
The proportion of people in leadership roles (director-level and above) that is female in the five countries varies from 17% in India to 35% in America.
在五個國家中，領導層女性（董事及以上）人數(shù)從印度的17%到美國的35%各不相同。
Britain has seen a clear advance;
英國已經(jīng)有了明顯的進步；
a campaign there called the 30% club has managed to increase the share of female directors of FTSE 100 companies from 12.5% in 2010 to 30.6%.
英國‘30%俱樂’運動希望設法將英國富時100公司中女性董事的占比從2010年的12.5%增長至30.6%。
But as the world marks International Women's Day on March 8th, it is clear that the glass ceiling has not shattered.
但是在3月8日國際婦女節(jié)之日，很明顯企業(yè)界的玻璃天花板還沒有碎。
Some firms may be paying only lip service to the idea of female leadership.
一些公司或許不過是在口頭上應承女性領導力這一想法。
A paper in the Academy of Management Journal highlights the phenomenon of "twokenism",
《管理學會雜志》中的一篇論文強調了“象征主義”現(xiàn)象，
a statistical bunching of American companies with exactly two female directors.
據(jù)統(tǒng)計很多美國公司中只有兩名女性董事。
The authors suggest this is directly related to the average number of female directors on S&P1500 boards in the period studied (2004-13), which was 1.92.
其作者暗示這和研究時段（2014-13）中標準普爾1500董事會的女性董事平均人數(shù)（1.92）有著直接關系。
By opting for two women, businesses could claim they had "above average" female representation.
通過選擇兩名女性入職，公司可以宣稱自己公司女性代表人數(shù)“高于平均”。
In any case, a rise in the number of female directors is a narrow measure of female economic success.
最任何情況下，女性董事人數(shù)的增加都是對女性經(jīng)濟成功的一種狹隘衡量。
Having women at the top of organisations may inspire others to emulate them,
組織高層中有女性成員或許可以激勵其他人模仿她們，
and board members may be able push through more female-friendly policies lower down in their organisations.
并且董事會成員或許能夠在企業(yè)中推行對女性更加友好地政策。
But the vast majority of women would never expect to become directors.
但是大部分女性從未期待能成為董事。
What they value is an opportunity to get a well-paid job and to be free from discrimination while doing it.
她們看重的是得到高薪工作的機會以及在工作中不受歧視。
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