Another woman who left the City after a career of 15 years, says: “Everything you do when working in the City is based on an annual cycle and around what you get paid. You are forbidden to discuss what that amount is, so you display your success by what you buy – watches, handbags, cars – whether you are male or female.”
另一位在工作15年后離開倫敦金融城的女性表示：“在金融城工作時，你所做的一切都以年度為周期，并圍繞薪酬展開。你被嚴禁討論薪酬的具體金額，因此你要通過你購買的東西（手表、手袋、汽車）來展示你的成功，不管你是男是女。”
In 2011, ILM published research on Ambition and Gender At Work, which found that women are less confident in their own abilities compared to men and have lower career expectations, with only 42 per cent of female middle managers expecting to reach senior manager level in 10 years, compared to 70 per cent of men.
2011年，領導與管理學院發表了名為《工作中的抱負與性別》(Ambition and Gender At Work)的研究報告。研究發現，與男性相比，女性對于自己的能力不那么自信，職業預期較低，只有42%的女性中級管理者預計自己會在10年后升到高管級別，而有這種想法的男性占到了70%。
But when they do get to “the top” they seem to find it a very lonely place, making it difficult to reach any conclusions on whether their behaviour “converges” with that of men at the same level.
然而，當升至“最高層”時，她們發現那里是一個非常寂寞的地方，這讓人們很難就她們的行為是否與同級別的男性“趨同”做出結論。
Louise Ashley, a research fellow at Cass Business School who works with professional services firms, speaks regularly with young lawyers at entry level with the largest law firms. She says most men talk about aiming to become a partner, whereas women tend not to.
卡斯商學院(Cass Business School)的研究員路易絲·阿什利(Louise Ashley)在專業服務機構工作，她經常與大律師事務所的初級年輕律師交談。她表示，多數男性會談到自己的目標是成為合伙人，而女性往往不會談到這個。
A female partner at a large law firm says the ones who do get there “are not going to admit to weakness or a need for internal lines of communication in a male-dominated environment”. In some cases, gender differences can be magnified at senior levels, as women find themselves isolated: “Men can leave their weekend at home or share the anecdotes of ‘what a witch the wife was this weekend’ with other male partners at work or over a game of golf, while a senior woman may have no one to talk to except her female junior associate who mistakenly thinks she has everything,” says the law firm partner.
一家大型律師事務所的一位女合伙人表示，那些確實升到高層的女性“不會承認自己的劣勢，或者在一個男性主導的環境里設置內部溝通線路的必要性”。在高管級別，性別差異有時可能被放大，因為女性發現自己被孤立了。這位合伙人表示：“男人們可以在家度周末，或者在上班或打高爾夫時與其他男合伙人閑聊‘這個周末老婆是多么迷人’，而除了誤以為她擁有一切的職位較低的女同事之外，女高管可能找不到人交談。”
Being in a minority can mean that, even at the top, there is no natural network. Some law firms, including Freshfields Bruckhaus Deringer, are working to address this by setting up formal networks at all levels, including the most senior. Freshfields partner Avril Martindale says: “I feel quite passionately about this. I have found as I got more senior that it is very important that I have a network of senior women who face the same issues as I do.”
身為少數群體可能意味著，即便在高層，也不存在一個自然而然的人際網絡。包括富而德律師事務所(Freshfields Bruckhaus Deringer)在內的一些律師事務所正通過在所有級別（包括最高級別）當中創建正式的網絡，來努力解決這一問題。富而德律師事務所合伙人埃夫麗爾·馬丁代爾(Avril Martindale)表示：“我對此熱情很高。我發現當我升至更高級別時，擁有一個由和我有著同樣問題的女高管組成的人際網絡非常重要。”
Children are another significant determinant of workplace behaviours and attitudes. Women say that at junior levels it is fine to “all go out to the pub and have a drink together” but pressing issues surrounding childcare and bringing up children can form a divide between the sexes at more senior levels.
子女是決定工作中的行為和態度的另一個關鍵因素。女性表示，在初級職位，“所有人都走進酒館一起喝酒”沒什么問題，但圍繞育兒和撫養子女的緊迫問題可能會在較高級別造成性別差異。
The extent to which women adopt male traits in the workplace should be of great concern to all employers, according to Charles Elvin, chief executive of ILM. “It would be very bad for any organisation to have the sexes converge in what they want. Cognitive diversity is very important – you don’t want women to become like men or men becoming like women. Both depth and breadth of perception is needed to innovate, change and drive an organisation forward.
領導與管理學院首席執行官查爾斯·埃爾文(Charles Elvin)表示，女性在工作時在多大程度上表現出男性特征應引起所有雇主的重視。埃爾文表示：“對于任何一家公司而言，男女在愿望方面趨同都是非常糟糕的事情。認知多元化非常重要，你不希望女人變得像男人一樣，或者男人變得像女人一樣。為了創新、改革并推動企業前進，觀念的深度和廣度都是必需的。
“Large organisations are losing a major portion of their talent as women are filtered out all the way through the career process. But it is not ultimately a ‘woman’s issue’ – we need to be innovative about how to manage the workplace for both men and women,” says Mr Elvin.
“由于女性在職業發展過程中被過濾掉了，大企業正在損失大量人才。但這最終不是一個‘女性問題’，我們需要表現出創新性，同時為男性和女性管理好工作場所。”