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来源: 时间:2008-03-20 15:11:13
  在现代社会中,越来越多的女性步入社会,开创自己的职业生涯。不能说宽容的社会环境已为女性创业塑造了完美的条件,毕竟在女性求职以及追求自己的事业过程中,还屡屡存在性别歧视以及传统观念的束缚。但不能否认,社会的进步造就了一批批优秀的职业女性,这不仅仅是因为许多公司为女性就业创造了“体贴文化”,更多的还在于妇女本身的优秀品质以及不懈的追求。
  
  Women hold close to a third of top management jobs at Xerox. Inside a 'kinder culture.'
  在施乐公司内部的“体贴文化”氛围中,近三分之一的高层管理职务由女性担任。
  
  Leslie Varon's boss lived by a simple rule: if he was in the office, she should be, too. In the early 1990s Varon worked in finance at Xerox, and the department's VP was an old-style organization man. "You could set your watch by the hours this man worked," Varon says, recalling 12-hour days that often began at 7 a.m. For Varon and her colleagues, that meant missing family dinners. After much discontent, they called a meeting. Couldn't they take work home in order to get out in time for supper? The boss agreed, slowly growing to believe that an employee's value lies in her work, not the hours spent at her desk. As for Varon, her earlier departures don't seem to have impeded her career: today she's Xerox's finance VP.
  
  莱丝丽·瓦伦的上司固守一条简单的规则:如果他在办公室,那他的下属也必须在。在1990年,瓦伦进入施乐公司从事财会工作,而部门副经理是一个老派团体的职员。“你应该根据此人工作的时间来调整你的日程……”瓦伦说道,回想起每天早上7点开始工作12小时的日子,对于瓦伦和她的同事来说,那意味着要错过家庭晚餐。抱怨了很多次之后,他们召开了一个会议。为了可以及时回家吃晚餐她们能否把工作带回家做?老板同意了,并慢慢开始相信一名职员的价值在于她的工作,而非她在办公桌旁花的时间。正如对于瓦伦而言,她的早退并没有妨碍到她的职业生涯:现今她已是施乐的财务总监。
  
  Her status as a female officer would make her a rarity at many companies, but not at Xerox. The $15.7 billion document-management company is one of only nine in the Fortune 500 with a female CEO, but its gender diversity extends far beyond the corner office. Of Xerox's 32 corporate officers, eight are women. So are 800 of its middle managers, more than 30 percent of the total. The company is routinely ranked among the best places for women to work.. Inside its Connecticut headquarters, female employees describe a culture where no one hesitates to reschedule a meeting to take a child to the pediatrician. Managers are judged—and compensated—on meeting diversity goals. At Xerox, "people really believe this—this is not cosmetic," says David Nadler, chairman of Mercer Delta Consulting, who worked with Xerox for 20 years. "They don't see diversity as somehow in conflict with meritocracy."
  
  身为一名女性领导,她的境况在很多公司都属罕见,但在施乐就不是。这家有着157亿资产的资料管理公司是世界五百强中仅有的九家有女性执行总裁的企业之一,而它的性别多样化延伸到了公司的各个角落。施乐的32位公司领导中有8位是女性。同样的,其中层经理中有800位是女性,超过总数的百分之三十。公司定期被评选列入最适合妇女工作的地方。在其康涅狄格的总部,女职员们这样描述那里的文化——谁都会为了带孩子去看儿科医生而会毫不犹豫地重新安排一次会议。公司在会议上确定不同目标,据其实施情况来评判经理们的业绩,并付与报酬。在施乐,“人们确实相信这种做法——这并非是表面的,” 和施乐合作了20年的美世德尔塔咨询公司董事长戴维·纳德勒说,“他们并不认为性别差异和能力有何冲突。”
  
  It's an attitude that began taking root nearly 40 years ago, when Xerox's top management became concerned about its treatment of black employees. By the 1970s, Xerox was aggressively hiring blacks and supporting a caucus of black employees who met to network and discuss grievances. And as feminism took hold, Xerox's progressive attitudes on race made it especially receptive to changes. But David Kearns, Xerox's CEO from 1982 to 1991, says he moved to promote women not because of fairness or altruism but because drawing from a bigger labor pool would help Xerox compete. "You had to get all of the people [involved] or you weren't going to be able to succeed," he recalls. During the 1980s, female employees formed a Women's Alliance, whichlobbied management to promote more women.
  
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