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When it comes to the hot, high-profile jobs that lead to big promotions, managers overwhelmingly pick men for such plum roles, according to a new study, released Wednesday.
本月发布的一项新的研究报告显示，在给那些受人瞩目、晋升前景广阔的热门职位物色人选时，绝大多数经理都挑选男性承担这样的美差。
Even when they are equally qualified, women are generally given smaller budgets, fewer direct reports and less exposure to the C-suite than their male counterparts, according a poll of 1,660 professionals of both genders in 2010 and 2011 conducted by Catalyst, a nonprofit research group that aims to expand opportunities for women in the workplace. The findings suggest that women aren't getting the same opportunities for professional advancement as men.
Catalyst是一个旨在为女性在职场争取更多机会的非盈利研究组织，根据该组织在2010年和2011年对1,660名男性及女性专业人士进行的一项民意调查，即便女性具备和男性同样的资历，她们得到的预算、直接下属和接触最高管理层的机会通常也比相同地位的男性要少。这些调查结果表明，女性在职业发展方面没有得到与男性同等的机会。
The report is the sixth in a series following a group of professionals who graduated from 26 top business schools worldwide between 1996 and 2007. This latest study measures the ability of both genders to land so-called 'hot jobs': highly visible projects, critical roles and international assignments in their post-M.B.A. professions.
本月发布的这份报告是在对1996年到2007年期间毕业于全球26所顶尖商学院的专业人员进行跟踪调查后提交的系列报告中的第六份。最近的这项研究是测评男性女性获得所谓“热门工作的能力：在获得M.B.A学位之后所从事的职业中所经手的高关注度项目、扮演的关键角色以及承担的国际外派任务。
While both genders led roughly the same number of projects, starting at the same point in their post-M.B.A. careers, men averaged three times as many team members and double the budget sizes. Men were more likely than women to say they were more visible to C-suite executives during these projects.
虽然受调查的男性和女性在获得M.B.A学位后从同一起点开始职业生涯，双方在领导过的项目数量上大致相同，但是男性领导平均拥有的团队成员数量是女性领导的三倍，男性领导得到的预算规模也两倍于女性领导。男性比女性更多地表示自己在从事这些项目期间在最高层管理人员面前露面的机会更多。
On the surface, the distribution of projects appear to be equitable, 'but when you dig deeper, you realize the projects are different in significant ways,' says Christine Silva, senior research director at Catalyst and the study's lead author.
这份研究报告的第一作者、Catalyst的高级研究主管克里斯蒂娜·席尔瓦(Christine Silva)说，从表面上看，项目的分配似乎是公平的，“但是当你进一步挖掘的时候，你会意识到这些项目有很大的不同。
More men also reported holding positions with big responsibilities, such as profit-and-loss (56% versus 46% for women), managing direct reports (77% versus 70%) and budgets of more than $10 million (30% versus 22%).
报告自己身居重要职责岗位的男性也比女性多，比如负责盈亏（男性的比例为56%，女性则为46%），直接管理下属(男女比例分别为77%及70%)，以及超过1,000万美元的预算(男女比例分别为30%及22%)。
On international assignments, men were generally more willing to relocate than women (56% versus 39%). However, even among those willing to relocate, 35% of men were offered an international assignment, compared to 26% of women.
在国际外派任务上，男性通常比女性更乐意接受工作调动(男女比例分别为56%及39%)。然而，即便是在那些愿意接受工作调动的人当中，获得了外派任务的比例也是男性高过女性，有35%的男性获得了外派任务，相比之下，只有26%的女性得到了外派工作。
The findings indicate that the disparity between high-potential men and women begins soon after graduation and continues well into their careers. An earlier study in the series found men make on average $4,600 more than women in their first post-M.B.A. job, after controlling for industry, job level and geographic region.
这些调查结果表明，同样具有巨大潜质的男性和女性之间的差异在毕业后很快就出现了，而且这种差异会一直延续到整个职业生涯中。这个系列研究中较早的一项研究发现，在获得M.B.A学位后从事的第一份工作中，排除了勤勉度、工作级别和地区差异因素后，男性的平均工资比女性高4,600美元。
'Women and men use the same career advancement strategies, but men get a bigger payoff in terms of advancement and compensation growth,' Silva says. She argues that the disparity probably hinges upon managers' misconceptions about what women want, adding that 'organizations need to think more critically about who gets which projects.'
席尔瓦说：“女性和男性采取的是相同的职业发展策略，但是男性在事业发展和薪酬增长方面获得的回报更大。她表示，这种差异的产生很可能是因为经理们对女性的需求有错误的认识。她补充说：“用人单位需要更审慎地考虑由谁来承担哪个项目。
When it comes to the hot, high-profile jobs that lead to big promotions, managers overwhelmingly pick men for such plum roles, according to a new study, released Wednesday.
本月发布的一项新的研究报告显示，在给那些受人瞩目、晋升前景广阔的热门职位物色人选时，绝大多数经理都挑选男性承担这样的美差。
Even when they are equally qualified, women are generally given smaller budgets, fewer direct reports and less exposure to the C-suite than their male counterparts, according a poll of 1,660 professionals of both genders in 2010 and 2011 conducted by Catalyst, a nonprofit research group that aims to expand opportunities for women in the workplace. The findings suggest that women aren't getting the same opportunities for professional advancement as men.
Catalyst是一个旨在为女性在职场争取更多机会的非盈利研究组织，根据该组织在2010年和2011年对1,660名男性及女性专业人士进行的一项民意调查，即便女性具备和男性同样的资历，她们得到的预算、直接下属和接触最高管理层的机会通常也比相同地位的男性要少。这些调查结果表明，女性在职业发展方面没有得到与男性同等的机会。
The report is the sixth in a series following a group of professionals who graduated from 26 top business schools worldwide between 1996 and 2007. This latest study measures the ability of both genders to land so-called 'hot jobs': highly visible projects, critical roles and international assignments in their post-M.B.A. professions.
本月发布的这份报告是在对1996年到2007年期间毕业于全球26所顶尖商学院的专业人员进行跟踪调查后提交的系列报告中的第六份。最近的这项研究是测评男性女性获得所谓“热门工作的能力：在获得M.B.A学位之后所从事的职业中所经手的高关注度项目、扮演的关键角色以及承担的国际外派任务。
While both genders led roughly the same number of projects, starting at the same point in their post-M.B.A. careers, men averaged three times as many team members and double the budget sizes. Men were more likely than women to say they were more visible to C-suite executives during these projects.
虽然受调查的男性和女性在获得M.B.A学位后从同一起点开始职业生涯，双方在领导过的项目数量上大致相同，但是男性领导平均拥有的团队成员数量是女性领导的三倍，男性领导得到的预算规模也两倍于女性领导。男性比女性更多地表示自己在从事这些项目期间在最高层管理人员面前露面的机会更多。
On the surface, the distribution of projects appear to be equitable, 'but when you dig deeper, you realize the projects are different in significant ways,' says Christine Silva, senior research director at Catalyst and the study's lead author.
这份研究报告的第一作者、Catalyst的高级研究主管克里斯蒂娜·席尔瓦(Christine Silva)说，从表面上看，项目的分配似乎是公平的，“但是当你进一步挖掘的时候，你会意识到这些项目有很大的不同。
More men also reported holding positions with big responsibilities, such as profit-and-loss (56% versus 46% for women), managing direct reports (77% versus 70%) and budgets of more than $10 million (30% versus 22%).
报告自己身居重要职责岗位的男性也比女性多，比如负责盈亏（男性的比例为56%，女性则为46%），直接管理下属(男女比例分别为77%及70%)，以及超过1,000万美元的预算(男女比例分别为30%及22%)。
On international assignments, men were generally more willing to relocate than women (56% versus 39%). However, even among those willing to relocate, 35% of men were offered an international assignment, compared to 26% of women.
在国际外派任务上，男性通常比女性更乐意接受工作调动(男女比例分别为56%及39%)。然而，即便是在那些愿意接受工作调动的人当中，获得了外派任务的比例也是男性高过女性，有35%的男性获得了外派任务，相比之下，只有26%的女性得到了外派工作。
The findings indicate that the disparity between high-potential men and women begins soon after graduation and continues well into their careers. An earlier study in the series found men make on average $4,600 more than women in their first post-M.B.A. job, after controlling for industry, job level and geographic region.
这些调查结果表明，同样具有巨大潜质的男性和女性之间的差异在毕业后很快就出现了，而且这种差异会一直延续到整个职业生涯中。这个系列研究中较早的一项研究发现，在获得M.B.A学位后从事的第一份工作中，排除了勤勉度、工作级别和地区差异因素后，男性的平均工资比女性高4,600美元。
'Women and men use the same career advancement strategies, but men get a bigger payoff in terms of advancement and compensation growth,' Silva says. She argues that the disparity probably hinges upon managers' misconceptions about what women want, adding that 'organizations need to think more critically about who gets which projects.'
席尔瓦说：“女性和男性采取的是相同的职业发展策略，但是男性在事业发展和薪酬增长方面获得的回报更大。她表示，这种差异的产生很可能是因为经理们对女性的需求有错误的认识。她补充说：“用人单位需要更审慎地考虑由谁来承担哪个项目。
