多數企業未善用女性人才
The World Economic Forum (WEF) says that the world’s top companies are not making the most of their female workers, and “the idea that most corporations have become gender-balanced or women-friendly is still a myth.”
世界經濟論壇表示全球頂尖的企業並未善用女性職員，而「所謂的大部分企業已經達到性別均衡或體貼女性至今仍是一個迷思。」
make the most of~充分利用;善加利用balanced(adj.)平衡的myth(n.)迷思
The WEF conducted a survey of 600 heads of Human Resources at the world’s largest employers in 20 countries to put together the Corporate Gender Gap Report.
世界經濟論壇進行了一項問卷調查，對象為二十個國家裡600家全球頂尖公司的人力資源主管，並將問卷集結成「企業性別差異報告。」
conduct(v.)進行=carry out
It found that women are still largely unable to break into either senior management or the board of directors.
報告結果顯示，大部份的女性職員仍然很難打進高階管理階層或是董事會中。
break into~打入;進入senior(adj.)資深的;高階的management(n.)管理階層board of directors董事會
“The findings of the report are an alarm bell on International Women’s Day that the corporate world is not doing enough to achieve gender equality,” said co-author of the report, Saadia Zahidi.
這份報告的共同作者查西蒂表示：「這份報告是國際婦女節的一則警訊，說明企業界對於性別平等並未做足努力。」
alarm bells警鐘;危險信號;警訊gender equality性別平等
The US leads the way with the highest percentage of female employees (52%), while India has the lowest (23%).
在雇用女性員工的比例上，美國以52％領先，而印度最低，僅有23％。
lead the way 領先percentage(n.)百分比
Norway leads the way in terms of getting women into top company jobs, since it has put in place legislation that ensures females make up at least 40% of a public company board.
在女性員工升遷到最高職等的部份，則以挪威領先，因為挪威立法規定上市公司董事會需有40％的女性。
in terms of~就…而言…put in place實施;實行legislation(n.)法規;法令board(n.)董事會
But the tendency elsewhere is for female employees to be concentrated in entry- or mid-level positions.
而在其他地方，女性還是集中在初階或中階的職位。
tendency(n.)傾向;趨勢concentrated(adj.)集中的entry-level入門程度的mid-level中階的
In fact, among the 600 companies surveyed, the number of women holding the CEO level position was less than 5% on average.
事實上受訪的600個企業中，平均只有5％的CEO階層為女性。
survey(v.)(n.)調查on average平均
In the survey, Finland (13%), Norway (12%), Turkey (12%), Italy (11%) and Brazil (11%) have the highest percentage of women in the CEO position.
在這份調查中，芬蘭（13％）、挪威（12％）、土耳其（12％）、義大利（11％）和巴西（11％）擁有最高比例的女性CEO。
Most survey respondents put the blame on traditional and corporate culture, which are masculine or patriarchal in nature, and on an apparent lack of role models for women to emulate and move up the career ladder.
大部份填寫問卷的主管將問題歸咎於以男性為主或是父權主義的傳統和公司文化，以及女性缺乏可效法的榜樣追求晉升的機會。
respondent回覆者put the blame on~責怪;怪罪;將…歸因於...masculine(adj.)男性的;男子氣概的patriarchal(adj.)父權的role models模範emulate(v.)仿效;效法imitate(v.)模仿move up the ladder升遷;晉升
To tackle the problem, the WEF has called on companies to do more to educate and use female talent, as national competitiveness depends heavily on how women are treated in the workplace.
為解決這個問題，世界經濟論壇呼籲企業加強對女性人才的教育與任用，因為國家的競爭力很大一部分取決於女性在職場上所受到的待遇。
tackle(v.)處理=deal withcall on sb. to RV 呼籲…做…competitiveness(n.)競爭力depend on~仰賴;依靠;視…而定=rely on