Report格式范文：Features of Gender Inequality in the Workplace

Report格式范文-工作场所性别不平等的特点。本文是一篇留学生Report写作范文，主要内容是讲述最近几年，世界经历了近一个世纪以来最大的经济衰退。因此，很明显，它的复苏将是其他措施之一；需要最优秀的人才、意识形态和创新。对国家和公司来说，关注经济发展的基本基石之一，即女性人力资源的技能和人才，比以前更为重要。从客户到选民、员工和雇主，女性在全球经济复苏中发挥着重要作用。即便如此，它也不仅仅局限于金融和经济体系，这是重组、反思和改革的要求。妇女几乎占人口的一半，如果没有她们的参与、赋权和参与，就无法有效应对这些最近的挑战，也无法实现快速的经济复苏。全球男女之间的差距仍然存在，因为在女性能够与男性一起掌权之前，在教育、卫生、立法和政治方面还有很多工作要做。在《全球性别差距报告》的帮助下，在过去四年中，世界经济论坛能够量化基于性别的差距的程度，并一直在跟踪其多年来的进展。本报告为能够衡量全球性别差距提供了一个全面的框架。它表明，作为榜样的国家有效地在妇女和男子之间分配了资源。下面是这篇Report范文的全部内容，供参考。

Introduction 引言

Over the recent few years, world has witnessed biggest recession in almost a century. Thus, it’s clear that its recovery would among other measures; require best of talent, ideologies and innovation. It is thus; more essential than earlier for nations and companies to pay attention to one of the basic cornerstones of economic development to them which is the skills and talent of their female human resources. From being customers to voters, employees and employers, women play an important part of the global economic recovery. Even as, it is not just limited to financial and economic system which is requirement of restructuring, rethinking and reforming. Women make up of almost half the population and without their engagement, empowerment and involvement one cannot expect to efficiently meet these recent challenges nor attain rapid economic recovery. The global gap between men and women still persists as there is still a lot of efforts to be taken in terms of education, health, legislations and politics before women can be able counted in power with men. With the help of Global Gender Gap Reports, for the last four years, the World Economic Forum has been able to quantify magnitude of gender-based disparities and has been tracking its progress over the years. This report has provided a comprehensive framework for being able to benchmark global gender gaps. It reveals that the countries which are role models who have effectively divided resources between women and men. According to Global Gender GAP report till date, some of the multi-stakeholder communities of very influential leaders comprising of 50% women and 50% men from politics, business, academia, media and civil society have mutually recognized the largest gaps in every region have committed to improve and enhance use of female talent through their strategies. Every individual in the organization has collectively agreed to empower women, developing globally replicable frameworks and bridging the gap in the world and achieving gender parity.

根据迄今为止的全球性别差距报告，一些由来自政治、商业、学术界、媒体和民间社会的50%女性和50%男性组成的非常有影响力的领导人组成的多方利益攸关方社区相互承认，每个地区的差距最大，并承诺通过其战略改善和加强对女性人才的利用。该组织的每个人都集体同意赋予妇女权力，制定全球可复制的框架，弥合世界差距，实现性别平等。

There are different views and perspectives through gender empowerment and equality is an important issue to be addressed to economically and optimally utilize human resources. From values and social justice point of view, empowerment of women and providing them with equal rights and opportunities for fulfillment of their capabilities has been due for a long time. From the business, economic and competitiveness point of view, aiming at gender parity is an essential requirement for progress.

通过赋予性别权力有不同的观点和观点，平等是一个需要解决的重要问题，以经济和最佳方式利用人力资源。从价值观和社会正义的角度来看，赋予妇女权力并为她们提供平等的权利和机会来实现自己的能力已经有很长一段时间了。从商业、经济和竞争力的角度来看，实现性别平等是取得进展的基本要求。

Measuring the Global Gender Gap 衡量全球性别差距

The World Economic Forum introduced Global Gender Gap Index in the year 2006 which is framework to capture the magnitude and scope of gender based disparities and to constantly track the progress. This index is a standard for national gender gaps on economic, political, education and health based criteria and offers individual nation rankings which provide efficient comparisons across regions in the world. The main focus of the rankings is creating awareness amongst the people across the globe of the challenges posed due to gender gaps and chances created by decreasing them. It is a straightforward method and quantitative analysis behind the rankings which serve as a base for designing efficient measures to decrease gender gaps. Basically there are three concepts which underline the Global Gender Gap Index. Firstly, it concentrates on measurement of gaps instead of levels. Secondly, it captures gaps in terms of outcome variables instead of gaps in means or input variables. Thirdly, it ranks individual country as per the gender equality instead of women’s empowerment.

世界经济论坛于2006年推出了全球性别差距指数，该指数是反映基于性别的差距的程度和范围并不断跟踪进展的框架。该指数是基于经济、政治、教育和健康标准的国家性别差距标准，并提供了个别国家的排名，可以有效地对世界各地区进行比较。排名的主要重点是让全球人民意识到性别差距带来的挑战以及减少性别差距所带来的机会。这是一种直接的方法和排名背后的定量分析，是设计有效措施以缩小性别差距的基础。基本上有三个概念突出了全球性别差距指数。首先，它侧重于衡量差距，而不是水平。其次，它捕捉到了结果变量方面的差距，而不是手段或输入变量方面的差异。第三，它根据性别平等而不是妇女赋权对单个国家进行排名。

Gaps vs. Levels 差距与水平

The Gap index is designed to quantify gender-related gaps in access to resources and opportunities in individual nations instead of the actual levels of available resources and opportunities in those nations. The index is constructed to rank nations on their gender gaps and not on the development levels. Rich nations have more opportunities in terms of education and health for the society but it does not relate to gender-related issues being faced by every nation at their individual level of income.

全球性别差距指数的第二个基本概念是，它根据结果变量而不是投入衡量标准来衡量国家。该指数的主要重点是反映男性和女性在与健康、教育、经济参与和政治赋权等基本权利相关的一些基本结果变量方面的立场。

Outcomes vs. Means 结果与方法

The second fundamental concept which underlies the Global Gender Gap Index is that it accesses nations based upon the outcome variables instead of their input measures. The main focus of the index is a snapshot of where a man and woman stand in respect to some basic outcome variables associated to fundamental rights like health, education, economic participation and political empowerment.

全球性别差距指数的第二个基本概念是，它根据结果变量而不是投入衡量标准来衡量国家。该指数的主要重点是反映男性和女性在与健康、教育、经济参与和政治赋权等基本权利相关的一些基本结果变量方面的立场。

Gender equality vs. Women’s empowerment 性别平等与赋予妇女权力

The third feature of the gap index is that the ranking of nations is in accordance to their propinquity to gender equality instead of women’s empowerment. The main focus here is on whether the gap between women and men in the selected variables is declined, rather than whether women are “winning battle of sexes”.

差距指数的第三个特点是，国家的排名是根据其接近性别平等的程度而不是妇女赋权的程度。这里的主要焦点是女性和男性在所选变量中的差距是否缩小，而不是女性是否“赢得了性别之战”。

Gender Inequality at workplace 工作场所的性别不平等

The most prevalent issue being faced among the UK workforce is inequality in the workplace since the beginning of the 21st century. Women have remained well below men in the terms of income due to latent prejudices related to sexuality in the modern British workplace, leading to major hurdle to greater political and cultural integration of the society. Companies today have to adhere to the most relevant legislation for the development of their business and for the society on the whole. The public sector is able to depend on the Government for funding while private sector businesses have no such kind of fiscal safety and are aware that their profit and loss are totally dependent on their optimal utilization of resources which include human resources as well.

自21世纪初以来，英国劳动力面临的最普遍的问题是工作场所的不平等。在现代英国工作场所，由于与性有关的潜在偏见，女性的收入一直远低于男性，这给社会的政治和文化融合带来了重大障碍。今天的公司必须遵守与业务发展和整个社会最相关的立法。公共部门可以依靠政府提供资金，而私营部门企业没有这种财政安全，他们意识到自己的盈亏完全取决于对包括人力资源在内的资源的最佳利用。

The most significant indicator of a country’s competitiveness is in its human talent which includes the skills, education and productivity of its workforce. Similar is the case in terms of a company wherein the employee’s talent is their pillar. In most of the developed world, women currently account for over half of the college and university graduates and in a lot of emerging economies, gender gaps in higher education decreasing at a fast rate. Women therefore consist of an impressive portion of the talent pool available to businesses presently. Over a period of time, a country’s competitiveness greatly depends on whether and to what extent the female talent is utilized. To maximize its effectiveness and competitiveness and development potential, every company must to strive to achieve gender equality which means give the women employees same rights, responsibility and pay as the men for the same work. The government plays a vital role in helping to create the correct environment for enhancing women’s economic participation, especially through flexible maternity leave policies and childcare provision. Also, it is of primary importance for companies to create ecosystems where the best talent including male and female can flourish.

一个国家竞争力的最重要指标是其人才，包括劳动力的技能、教育和生产力。对于一家以员工的才能为支柱的公司来说，情况也是如此。在大多数发达国家，女性目前占学院和大学毕业生的一半以上，在许多新兴经济体，高等教育中的性别差距正在迅速缩小。因此，在目前企业可用的人才库中，女性占了相当大的一部分。在一段时间内，一个国家的竞争力在很大程度上取决于女性人才是否被利用以及在多大程度上被利用。为了最大限度地发挥其效力、竞争力和发展潜力，每家公司都必须努力实现性别平等，这意味着赋予女性员工与男性同等的权利、责任和报酬。政府在帮助创造提高妇女经济参与的正确环境方面发挥着至关重要的作用，特别是通过灵活的产假政策和儿童保育服务。此外，对于公司来说，创建包括男性和女性在内的最佳人才能够蓬勃发展的生态系统至关重要。

The subsequent examination into inequality at workplace should essentially adopt dualistic approach, by tracing both cause and effect of the issues of workplace gender inequality. This would involve comprehensive analysis of legislation, most suitable practice and human resources. Human Resource managers have become to comply within new legislations which prevent any kind of discrimination of the basis of gender discrimination which include Equal Pay Act, 1970.

随后对工作场所不平等的审查基本上应采用二元方法，追踪工作场所性别不平等问题的因果关系。这将涉及对立法、最适当的做法和人力资源的全面分析。人力资源管理人员必须遵守新的立法，防止任何基于性别歧视的歧视，其中包括1970年的《同工同酬法》。

Equal Pay Act 1970 1970年《同工同酬法》

The Equal Pay Act, 1970 refers that people must be paid equally or same regardless of their gender. It means an employee cannot be paid less than somebody else of the opposite sex for doing:1970年的《同工同酬法》规定，无论男女，都必须获得同等或相同的报酬。这意味着员工的工资不能低于其他异性，因为他们做了：

The same work or identical work (legally known as “like work”.相同的工作或相同的工作（法律上称为“同类工作”。

Different work which is of equal worth to the employer (also known as “work of equal value”)对雇主具有同等价值的不同工作（也称为“同等价值的工作”）

Pay Discrimination at Workplace 工作场所的薪酬歧视

There are many ways in which pay discrimination can take place, examples of this include:薪酬歧视可以通过多种方式发生，例如：

Women being appointed on lower pay rate than her male counterparts.女性被任命的薪酬低于男性同行。

Women on maternity leave are not given bonus received by other employees.休产假的妇女不享受其他雇员获得的奖金。

Women’s jobs are offered different job titles and grades in comparison to men doing similar type of work.与从事类似工作的男性相比，女性的工作有不同的职称和级别。

Part-time employees, generally women, have no holiday or sick pay entitlements.兼职员工，通常是女性，没有假期或病假工资。

Major companies across globe are recognizing the needs to identify potential and capabilities of women and are coming forward with equal opportunities at workplace to ensure this gender gap reduces across the globe. It is the need of the hour for Human Resource Managers to identify and recognize talents and skills based on capability of the individual irrespective of the gender for long term growth and development of the company. With a number of laws and legislations allowing women to have equal opportunities at the workplace, Human Resources managers in the companies must respect and comply within the rules framework to enhance the goodwill of the company. Goodwill of the company plays an essential role in the development of the business in the society and any kind of negative publicity such gender discrimination would lead to the downfall of its market value. Thus, most of the companies are becoming socially responsible to ensure their reputation and goodwill is maintained in the corporate world. To illustrate, some policies companies have undertaken to promote equal opportunities for its staff let us briefly look at Marks and Spencer’s company policies.

全球各大公司都认识到需要识别女性的潜力和能力，并在工作场所提供平等的机会，以确保在全球范围内缩小这种性别差距。人力资源经理需要根据个人的能力（不分性别）来识别和认可人才和技能，以促进公司的长期成长和发展。由于许多法律和立法允许女性在工作场所享有平等机会，公司的人力资源经理必须尊重并遵守规则框架，以增强公司的商誉。公司的商誉在社会商业发展中发挥着至关重要的作用，任何形式的负面宣传，如性别歧视，都会导致其市场价值的下降。因此，大多数公司正在变得对社会负责，以确保其声誉和商誉在企业界得到维护。为了说明，公司为促进员工机会平等而采取的一些政策，让我们简要看看玛莎百货的公司政策。

The company policy of Equal treatment for everyone states to encourage a working environment free from any kind of discrimination, victimization and harassment; making sure that everybody receives equal treatment in every aspect of employment policies and practices irrespective of their gender, age, marital status or hours of work; employing a workforce that reflects a diverse community serving and maximizing personal and commercial opportunities; constantly monitoring and reporting the composition of the Company’s workforce and reviewing changes in attitude and implementation of Company policy and finally complying within the framework of legislation and rules of the government.

公司对每个人一视同仁的政策规定，鼓励创造一个没有任何歧视、伤害和骚扰的工作环境；确保每个人在就业政策和做法的各个方面都得到平等待遇，无论其性别、年龄、婚姻状况或工作时间如何；雇佣一支反映多元化社区的劳动力，为个人和商业机会提供服务并最大限度地增加机会；不断监测和报告公司员工的组成，审查公司政策的态度和执行情况的变化，并最终在政府立法和规则的框架内遵守。

Conclusion 结论

Women are a major part of the human resource of an economy and a company and thus their empowerment and development is essential for the development of the economy. Several studies have confirmed that decreasing gender inequality improves productivity and economic development and that the economic advantages of reducing back barriers to women’s engagement in the workforce could be substantial. To illustrate, according to a research conducted recently, decreasing the male-female employment gap will have tremendous economic implications for developed economies boosting US GDP by about 9%, eurozone GDP by 13% and Japanese GDP by 16%. Decreasing the gender inequality in these nations could also play a vital role in addressing the future issues posed due to ageing population and increasing pension burdens. This means that companies would benefit from successfully integrating the female half of the available talent across their internal leadership structures. The studies which explored this aspect have displayed a positive correlation among gender diversity on top leadership teams and a company’s financial results.

妇女是经济和公司人力资源的重要组成部分，因此赋予她们权力和发展对经济发展至关重要。几项研究证实，减少性别不平等可以提高生产力和经济发展，减少妇女参与劳动力市场的障碍可能会带来巨大的经济优势。举例来说，根据最近进行的一项研究，缩小男女就业差距将对发达经济体产生巨大的经济影响，使美国GDP增长约9%，欧元区GDP增长13%，日本GDP增长16%。减少这些国家的性别不平等也可以在解决人口老龄化和养老金负担增加带来的未来问题方面发挥至关重要的作用。这意味着，公司将从成功整合其内部领导结构中的女性一半可用人才中受益。探索这一方面的研究表明，高层领导团队的性别多样性与公司的财务业绩呈正相关。

However, regardless of increasing evidence in relation to the significance of women’s economic integration and even when the global economy’s dependence on knowledge industries and skillful workers increases, there still a lot of significant gaps in the job opportunities available to women and in regards to wages paid to women compared with the male colleagues. Talent and human capital are the essentials for economic growth and development and business leaders and policymakers should ensure that any kind of barriers to women’s entry to the mainstream workforce are eradicated and that equal chance and opportunity rising to positions of leadership are offered within the companies. They are important factors for determining that companies and economy on the whole is utilizing its existing resources in most efficient and effective manner and also encouraging flow of talent in the future as well.

然而Report提出，尽管越来越多的证据表明妇女经济一体化的重要性，甚至在全球经济对知识产业和熟练工人的依赖增加的情况下，与男性同事相比，妇女在可获得的工作机会和支付给妇女的工资方面仍有很大差距。人才和人力资本是经济增长和发展的必需品，企业领导人和政策制定者应确保消除女性进入主流劳动力市场的任何障碍，并确保在公司内部提供平等的晋升领导职位的机会。它们是决定公司和经济整体上以最高效和有效的方式利用现有资源以及鼓励未来人才流动的重要因素。本站提供各国各专业Report写作指导服务，如有需要可咨询本平台。