Facebook運營總監雪莉·桑德伯格相信，越來越多的女性都注意到了她發出的“挺身而出”的倡議，然而目前最大的問題是，職場在不斷地將敢于挺身而出的女性“推回去”。在本周二發表在《華爾街日報》的一篇文章中，桑德伯格再次引用了《2016年職場女性報告》（Women in the Workplace 2016,）中的一些主要發現。該報告是由LeanIn.Org和麥肯錫公司（McKinsey & Co）聯合發布的，它主要基于對132家企業進行的一項調查。桑德伯格稱，該報告“在我們看來，是對美國企業界職場女性最全面的一次年度回顧。”

那么，這份報告中有哪些最值得關注的地方？

首先是女性在職場中的代表性：在整個職場階梯的每一個層級，即從入門級職位到最高管理層，女性的代表性都處于劣勢。而且職務層級越高，女性的代表性也就越低。在最高管理層中，女性僅僅占了18%。而有色族裔的代表性更是嚴重低下，在最高管理層中，有色族裔女性只占了3%的席位。

研究人員指出，職場男女比例之所以存比較大的差距，不能簡單地歸咎于女性離職率高這一因素。實際上，從平均數來看，男性和女性的離職率基本上是持平的。

領導崗位：女性走上領導崗位的比例很少，這從職業生涯中的第一次重大晉升上面就能看出來。據該報告顯示，每當有100名女性被提拔至經理人崗位，就有130名男性實現了同樣的晉升。

成為一把手：女性成為一家公司的CEO的機率要遠遠低于男性，原因之一是她們相比男性更難獲得“核心”部門的職位——也就是有望成為一把手的“后備梯隊”的職位。在高級副總裁的位子上，女性的比例僅占了20%。

辦公室經驗：研究顯示，認為自己最近接受了一個具有挑戰性的任務的女性員工要少于男性員工（62%對28%）；同時相比男性員工，認為自己的貢獻受到了合理重視的女性員工也更少（49%對54%）；另外，企業在進行重要決策時，也往往較少問計于女性員工，而是更多地咨詢男性員工（56%對63%）。

“太強勢”：很多人有一種先入為主的成見，覺得女性在職場上往往不好意思開口為自己爭取利益。然而事實證明，女性員工比男性更愿意主動爭取一項有意思的任務，或是主動要求加薪。不過女性的這種主動有時也會被澆冷水。有30%的女性表示，曾有人反映她們“頤指氣使”或是“太強勢”，相比之下，得到過這種反饋的男性只有20%。

在文章的結尾處，桑德伯格建議，企業可以采取一些方法促進職場上的男女平等。她呼吁企業在招聘和競爭時不要限制性別比例，不管企業要招聘或提拔多少人，都要以能力作為評選的標準。桑德伯格還建議企業仔細思考一下，為什么職場多樣性能有助于企業的發展，并且使企業里的每個人受益。

桑德伯格最后寫道：“這些事情是很重要的，不僅對于女性，對于我們所有人來說都是如此。”（財富中文網）

譯者：樸成奎

Sheryl Sandberg believes that a growing number of women are heeding her call to “lean in.” The problem, according to the Facebook COO? The workplace keeps “pushing back.”

Writing in the Wall Street Journal on Tuesday, Sandberg recaps some of the most notable findings of Women in the Workplace 2016, a new report from LeanIn.Org and McKinsey & Co. The sprawling report is based on a survey of 132 companies, which she calls, “to our knowledge, the most comprehensive annual review of women in corporate America.”

Among the most highlights—or perhaps lowlights?—of the report:

Representation: Women are underrepresented throughout the workplace pipeline, from entry-level all the way to the c-suite. The disparity grows as you move up the ladder, with women accounting for just 18% of c-level employees. The picture is even grimmer when you focus on women of color, who hold a mere 3% of c-suite jobs.

The researchers note that the growing gender gap cannot be blamed on women quitting; they found that, on average, men and women are leaving their companies at similar rates.

Leadership roles: The lagging stats on women in leadership start at the very first major promotion: the move to manager. According to the report, for every 100 women who are promoted to that title, 130 men receive the same bump.

Making it to the top: Women are far less likely to get to CEO, in part because they are less likely to hold “line” positions, the jobs that are considered feeders to the role of chief. At the SVP level, women hold 20% of those positions.

The office experience: The female employees in the study were less likely than their male counterparts to say that they’d recently gotten a challenging assignment (62% to 68%), to report that their contributions are properly valued (49% vs. 54%), or to say that they are turned to for input on important decisions (56% vs 63%).

“Too aggressive”: Defying the stereotype that women don’t ask for what they want at work, female respondents were more likely to report that they pushed for an interesting assignment or asked for a raise. However, this assertiveness does not go unpunished. Thirty percent of women said they’d received feedback that they were “bossy” or “aggressive” vs. 23% of men.

Sandberg closes her piece by suggesting some steps companies can take to help improve gender equality in corporate America. She urges employers to not only track their gender breakdown in hiring and promotions, but to set clear targets for where they’d like those numbers to be. The COO also reminds companies to make the case for why gender diversity can help their business and benefit everyone in the organization.

“These things matter,” writes Sandberg. “Not just for women, but for us all.”