VOA慢速英語: 印度尋找更多的女性加入公司董事會(huì)

From VOA Learning English. This is the Economic Report.

美國(guó)之音慢速英語，這里是經(jīng)濟(jì)報(bào)道。

The goal appeared simple: require a woman to sit on the board of directors of all companies listed on India's National Stock Exchange. But after one year, many companies are still trying to fill the positions. This has raised the issue of how well women are represented in top leadership jobs.

目的似乎很簡(jiǎn)單：印度國(guó)家證券交易所所有公司董事會(huì)上必須有女性的一席之地。但是一年之后，許多公司仍試圖讓女性填補(bǔ)這些位置。這就引發(fā)女性加入董事會(huì)到底有多好這個(gè)議題更熱的討論。

Indian lawmakers passed the legislation last year. The rule is meant to ensure gender diversity and bring attention to the issue of women in corporate leadership. The rule required that women be named to all corporate boards by April 1.

印度國(guó)會(huì)議員于去年通過了這項(xiàng)法規(guī)。該規(guī)定旨在確保性別多樣性，并引發(fā)人們對(duì)公司領(lǐng)導(dǎo)層女性這一問題的關(guān)注。該規(guī)定要求所有公司董事會(huì)到4月1日前都要任命女性董事。

About 150 companies out of 1,475 listed on the stock market failed to name a woman to their boards by that date. And nearly half the companies that did meet the requirement appointed a female relative of a current board member.

在印度股市1475家上市公司中，大約有150家公司未能在那天之前任命女性董事。而且達(dá)標(biāo)公司中有近半數(shù)公司任命了一位女性親屬為現(xiàn)任董事會(huì)成員。

Among those companies was Reliance Industries. It named the Chairman's wife, Nita Ambani, to the board.

信實(shí)工業(yè)就是這些公司中的一家。該公司任命董事會(huì)主席之妻妮塔·安巴尼(Nita Ambani)進(jìn)入董事會(huì)。

Pranava Haldea of the market research group, PRIME Database in New Delhi questions the effectiveness of the requirement.

市場(chǎng)研究組織新德里首席數(shù)據(jù)公司(Prime Database)的Pranava Haldea質(zhì)疑這一要求的效果。

He says his organization thinks that the female relatives will share the same ideas and opinions as their family member on the board. He says that defeats the purpose of diversity.

他說他所在的機(jī)構(gòu)認(rèn)為，女性親屬跟她們?cè)诙聲?huì)的家人的想法和意見相同，這違背了多元化的目的。

Many companies argued there was a shortage of skilled female workers able to fill the positions. Uday Chawla is head of a professional search company, Transearch India. It helped some companies look for candidates. He says the difficulty was to find women who had already served on boards.

許多公司認(rèn)為能夠填補(bǔ)該位置的有經(jīng)驗(yàn)的女員工存在不足。烏代·喬拉(Uday Chawla)是Transearch India這家獵頭公司的負(fù)責(zé)人。該公司幫助一些公司尋找理想員工。他說，困難在于找到具備董事會(huì)工作經(jīng)驗(yàn)的女性。

He said more professional companies want women on the board who can add value to the board instead of just meet a requirement. He says these companies demand competency and experience. Mr. Chawla said there are very few women who have the experience.

他說，更專業(yè)的公司希望進(jìn)入董事會(huì)的女性能夠?qū)Χ聲?huì)有價(jià)值，而不是光滿足規(guī)定的要求。他說，這些公司要求能力和經(jīng)驗(yàn)。喬拉先生表示，具備經(jīng)驗(yàn)的女性非常稀缺。

Others said companies simply did not take the legislation seriously and failed to look carefully. Yet, the inability of corporate India to find women to sit on boards has brought attention to the low level of women's participation in top management positions.

還有人說各個(gè)公司根本沒把這條法規(guī)當(dāng)回事，沒有仔細(xì)去找。然而，印度企業(yè)界無法找到女性進(jìn)入董事會(huì)引發(fā)了人們對(duì)低水平女性進(jìn)入高層管理職位的關(guān)注。

Catalyst is a non-profit organization that works to build inclusive workplaces. The group released a study that said almost 50 percent of women in corporate India leave such work between the lowest and middle professional level. In the rest of Asia, 29 percent of women do.

Catalyst是一家非盈利性組織，該組織致力于建設(shè)包容性職場(chǎng)。該組織發(fā)布的一份研究報(bào)告稱，印度企業(yè)界近50%的女性維持在中、低專業(yè)水平之間的這類工作。在亞洲其它地方，只有29%的女性這樣。

Shachi Irde is the director of Catalyst India, WRC. She says one of the reasons women leave is that women in India are mainly responsible for family care. She says companies need to put in place policies to keep more women on the job.

Shachi Irde是Catalyst India WRC的負(fù)責(zé)人。她說，女性維持這種狀態(tài)的原因之一是印度女性主要負(fù)責(zé)照顧家庭。她說，各個(gè)公司需要制定政策讓更多女性就業(yè)。

"If you really look and ensure that the women are recognized, treated fairly, then there is a lot more of women that you can see in your organization rather than them dropping off. The challenge definitely comes when organizations don't have inclusive policies and she is pulled between both her home responsibilities and her office responsibilities."

“如果你真的關(guān)注并確保女性被承認(rèn)和公平對(duì)待，你就能發(fā)現(xiàn)你公司里有很多女性而不是在減少。當(dāng)各公司不具備包容性政策，并且女性在家庭責(zé)任和工作職責(zé)之間為難時(shí)，挑戰(zhàn)肯定就隨之而來。”

Ms. Irde says more women could be placed on boards if companies do not only consider women with experience as board members.

Irde女士表示，如果各個(gè)公司不只是考慮具備董事會(huì)經(jīng)驗(yàn)的女性，就會(huì)有更多女性能夠勝任董事會(huì)工作。

Pranav Haldea says Indian companies need to recognize that more women in the workplace and in top management add value to a company.

Pranav Haldea表示，印度公司需要認(rèn)識(shí)到，職場(chǎng)和高層管理中女性越來越多對(duì)公司是有利的。

He says he does not believe more laws are the answer. He said it is more of an effort to change beliefs in the corporate world.

他表示，出臺(tái)更多相關(guān)法律是沒有用的。需要的是為改變公司的一些舊觀念而做出努力。

Corporate boards in India have among the lowest percentages of women members. Women are represented most on corporate boards in Norway, Finland and France which have government requirements for female membership.

印度公司董事會(huì)的女性成員比例全球最低。挪威、芬蘭、法國(guó)公司董事會(huì)女性比例最高，這是根據(jù)政府規(guī)定來執(zhí)行的。

And that's the Economic Report from VOA Learning English.

以上就是這次美國(guó)之音慢速英語，經(jīng)濟(jì)報(bào)道。