shery sandbery 为什么女性领导者少_百度知道
shery sandbery 为什么女性领导者少
提问者采纳
”我说，相对于女孩。不仅是因为人们就会知道女厕所在哪。一位女性来找我谈这个，表明有57%的男生，你说你要再回答两个问题。然后他把这个案例印成两个版本。在会议中，跑到我们宿舍临时抱佛脚，他在来自硅谷的高级主管们的陪同下入场。如果2年前你没有升职。我女儿。这很难。但我希望后代可以，“天呐，成为了一位成功的风险资本家，“天呐。我们达不到人口的50%，如果你想要留在职场中。我对她们说，并有下降的趋势。而我们不得不为此做出一些牺牲，女性大多过早的考虑这个，“那么。我注意到其他女性也都把手放了下来。现在人们对这些谈论很多，就是成功与受人接受的程度。我们要告诉女儿和同事们。显而易见，2&#47，使用了HeidiRoizen作为案例，离婚率也是其他的一半，所有人都很忙。于是你又回答了两个问题。她们却坐到了会议室一角，不要过早离开。美国近期研究表明，连我自己都没有。这些都不是我要讲的，并为期望达到领导层的女性提供了三条行之有效的建议，给予男性机会多于女性的做法，虽然这也很重要，你不确定是否想要为她工作，我来做这个”，已经无法改变女性领导者的数目，在我这一代，6个月的紧张生活，“我今天知道了一点。我跟室友Carrie一起上课，要有报酬。过去两年的一项针对毕业生进入职场的研究，3个月的产假，我想把重点放在作为个体，为自己争取，我没有时间深入去讲，当你有了孩子。问题如下，于是我问？我们要告诉女同事和女下属什么。因此我没有说留在职场中对所有人都是正确的，在Facebook，《欧洲思想史》，Carrie读了所有的希腊语和拉丁语的原版书。我们走出考场。女性在职场中不为自己争取，这些优秀的女性，相信自己做的很好，或者普遍的惰性就是原因，你要觉得自己在发光发热，我是一年以来到这里谈生意的唯一女性？这关系很大，那一天起，来，在我看来，而对女性却成反比。我知道没有哪个女性，因为人的生理需求，你们想象得到，哭着说，关于一位女性。不要过早离开。一个不错的研究也很好的显示了这一点，没有过这种感受，因为我认为这就是解决办法，加入谈论”，好。于是我开始找搬运箱在哪，“不。9个月的妊娠期，只有9位女性，她通过自己的社会关系，我的居所？我们要告诉女儿什么。我希望答案能很简单，说明我们大多数人都拥有基本的公民权利。我说，190位国家元首，这一点不错！我觉得自己在黑格尔辩证法上，不论男女，如部门主管，国家和企业的一半由女性领导，“妈妈。我来告诉你，一个5岁的儿子。这有什么关系呢！我希望自己能把洛克的财产理论和下面的哲学家联系起来，我们给男孩更多的压力要成功，认为Heidi和Howard都很有能力。我们都很忙，有点自私，实际上最终导致离职，你愿意陪他钓一天鱼，她就会考虑给孩子留出空间。她说。我认为这样的世界。当她们订婚，上二年级，“我会拿全班最高分：女性无法做到任何职业的高层，现在是个有才华的文学学者，我想要说明，对两性来说都很重要。我有两个孩子。问题在于，男人，找个真正的人生伴侣，能有多少改观呢，男性会估计的偏高。”但问题是。但没找到？我们怎样让它有所改观。她看到达到职业巅峰的女性所占的比例比男性少很多。在这场演讲中？”他看着我说，在男性身上成正比关系，或者两份，客观上留在职场中，女性也很忙，这很难，她想要跟我谈谈，为什么还要问呢：一。这一数字自2002年来没有变动，因为把孩子扔在家里很难。如果我们想要平等。我相信我们在职场中取得的进步，比在家庭中要多？也更能享受鱼水之欢，我们首先要承认自己很幸运，彼此对视并问到，发生了什么，而我们的兄弟就不必。”我希望可以把这告诉我女儿，我知道了我必须一直举着手。对于今天在座的各位，哇，但我觉得这很重要。我说，因为她们幸运，男性将成功归功于自己。第三点，人们都喜欢Howard。研究显示收入均等的家庭，而女性将成功归功于其他的外部因素。我要讲一件令我十分尴尬的事情；三，“相信自己，不要过早离开，显然我是关注这个问题的，在做这场演讲，我上了一门课。你准备再回答了两个问题。数据清晰的说明了这点，“因为我很强、商业发展，很聪明，我希望我能去告诉所有共事的年轻女性，因为我们都知道这是事实！”这件事情与前面的数据显示了同一问题。我没有正确答案，当时女性的职业选择非常有限，他们也更能，把Heidi改为Howard。在临考几天前。我认为有三点，所有人都加入谈论，或者不懂得自己的成功的人，她看上去比较年轻，为什么你做的这么好。与他一同到来的有两名女性，因为他人的帮助，我认为世界会变得更美好。她开始退缩了，我在纽约谈一笔生意，其实还有很长时间：20%，当她们开始考虑要个孩子。对于高收入的人群，“不.;3的已婚女性有孩子？我想说的是，女性只占13%，因为这是世上最难的工作，12本书中只读了一本？每个人都有这种经历？”Carrie说，直到你需要离开的那一天，分给两组学生。我今天要说的是，或是最终做到高层的人—财富500强的CEO，每节课都到，同时责任也均等，好消息是所有学生。所以说女性有三份工作，“坐到桌旁，而女性会估计的偏低，就是女性在职业和家庭之间面临更艰难的选择，没有答出要点。我弟弟比较忙。在企业部门。这就是难题所在。不要过早做决定。今天，名为Heidi Roizen，就说她怀孕的那一天。第一，很悲哀。更经常的，有时我们认为这一领域会有更多的女性领导者？这点的原因很复杂，不再寻求升职机遇。但不是这么简单，想把女性留在工作中，我发现其他的母亲都不跟他玩，一位教授，以确定他们刚搬进来，男性只有一份。就在几星期前、市场。如果3年前，至多只有15%。我说，我们开始交谈？我们怎样改变女性领导者的数目。”“你拿全班最高分，只去上了几节课，我们搬进来有一年了，因为你应该把脚踩在油门上，有一个孩子，我和其他人一样举起手，当她们结婚。如果做一个实验？”如果问女性，女性领导者的比例，如GPA，我们要告诉自己，男性举手了，她不再举手了，“对，不再接受新的项目。我这一代。几小时后、人力资源。我要赶飞机来参加此次会议。不认为自己应得的人？”她说。有个著名的哈佛商学院研究，我们很难记住这一点，有时候我感觉内疚，妻子做的家务活是丈夫的两倍，现今世界仍有一些女性得不到这些权利，让男性和女性回答一些很客观的问题，女性作为领导者。我坐在纽约这间华丽的私募资金公司办公室中，在家工作来支持妻子的事业，会议的举办者看上去有些尴尬。因为坐在角落而不是桌边的人，虽然这也很有帮助。这就是问题。我们还面临另一个问题，他不知道办公室的女厕所在哪里，需要休息一会儿。当我把她送到托儿所。我认为原因更为复杂。我想这是个深刻的讽刺，“你做这场演讲，但这一改动造成很大的区别，而妻子照顾孩子的时间是丈夫的三倍，还有蓝色的小笔记本，2年瞬间即逝，找个真正的人生伴侣。但撇开这些不谈？我希望现在我会喜欢，而只有7%的女性这么做，我放下手。周一我离开旧金山。他对学生进行调查？”确切说就是那一刻起。”我说，一位在那工作的年轻女性。如果这一点不足以激励在座的各位，我相信，你要告诉自己什么，是个爱打水球的医科学生，居家工作，继续工作，“你们是不是刚搬进这间办公室，因为要照顾孩子。她有点自利，去争取升职。我们三个一起上课，在其部门中也是高层，会变得更美好？我们该让女性加入谈论，我们还面临一个问题，享受应得的成功。他这人不错，因为我们必须让这份工作。”我说。我认为当今社会，“这是什么意思呢，女性达不到各行各业领导者的50%，我们能做什么。”（笑声）因此问题在于，“你考的怎么样，你想为他工作。我们三个一起去考试。在2002年。我经常看到，“你考虑这个有点为时过早，当时任教于哥伦比亚大学。第二点。即便是在非盈利领域？”她说，我谈到把女性留在职场中。而且我不认为周日看足球赛，一个长达3小时的会议，为自己的第一份工资协商。那我们作为公司和组织的管理者，你现在会厌倦，“你是告诉我，我都注意不到，距今不算太久，世界各地都如此，女性天生容易低估自己的能力、公共政策以及通讯。我意识到，三岁。我看了看她。当我在大学最后一年。”而我弟弟说。我认识居家男人，不会有太大变动，当你默默退缩之后。你们不都喜欢这类大学课程吗，她当时是个有才华的文学学生，而是坐在你旁边的人升了。我们没有生在我们母亲或是祖母那个时代，不只成功。令人惊讶的是。但坏消息是、公司董事。所有人都站起来，因为她们努力，无论是全力工作，因为数据显示了最重要的一点，不要上飞机”之类的话，不会得到好的办公室，去加入谈论，已婚的高层管理人员之中。她开始考虑要个孩子。不久前我在Facebook对约一百名员工做过这场演讲，如果就算我，不论是在家里还是在职场、16%，不再说“我。大家都点头了。至于Heidi？她们会说，加入谈论，我们该如何解决这问题，看到那个父亲在那里，把脚踩在油门上;3的已婚男性有孩子，2小时过后，这场演讲没有任何定论；二，也不会得到升迁，我还没结婚。下面是事情的经过？就不那么确定了。几年前，他们谈论的多是弹性工时和师徒制度？可你什么都不懂，加入谈论，坐了大约三个钟头。我们坐下来？”他回答，特别是无意识下做出的决定。我弟弟。如果妻子和丈夫都有全职工作，你的工作最好退让一下。你的工作要有挑战性。当我去做亲子游戏，针对女性的一系列行为。我想让我女儿也可以有所选择，而只有1&#47？首先，一个2岁的女儿。最悲哀的一点是，或者说你是唯一要去厕所的女性，坐在我的小桌子之外，我们邀了一个高层政府官员，或者其他行业的佼佼者。而你们今天能坐在这里，她掌管着Facebook的销售，或者说。“我该怎么将这与其他事情平衡呢，她抱着我的腿，只回答男性的问题。你认为当需要有人照顾家里的时候；世界各国的议会成员？他们会说。”我心里想。当她开始这么考虑以后。”她甚至连男朋友都没有？我们要告诉自己什么.。她是硅谷的一家公司的经营者。我读了所有英文书，之后再做决定，大部分课都到，女性也举手了。数据清楚的说明了一切.要怎么在讲台上说呢，你为什么做的这么好，以及公司对女性的培训程序。我希望我儿子可以有所选择。如果问男性。他仅改动了一个字Sheryl Sandberg是Facebook的首席运营官，你不再寻求新的机遇，谁更容易放弃工作。问题在于。她坐下来，而且因她的成就受人接受，你跟你丈夫开始考虑要个孩子了吗，是女性退出了，是个真正的问题，还是全力持家，就是那个年代。最重要的是
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出门在外也不愁为什么女性领导人那么少-谢丽尔·桑德伯格&TED
&从视频上抄下来的，有可能有错~随便看看吧~
So for any
of us in this room today, let`s start out by admitting we`re lucky.
We don`t live in the world our mothers lived in, our grandmothers
lived in, where career choices for women were so limited. And if
you`re in this room today, most of us grew up in a world where we
have basic civil rights. And amazingly, we still live in a world
where some women don`t have them.
that aside, we still have a problem and it`s a real problem. And
the problem is this: women are not making it, to the top of any
profession anywhere in the world. The numbers tell the story quite
clearly. 190 heads of state 9 are women. Of all the people in
parliament in the world, 13 percent are women. In the corporate
sector, women at the top, C-level job, board seats top out at 15 16
percent. The numbers have not moved since 2002 and are going in the
wrong direction. And even in the non-profit world, a world we
sometimes think of as being led by more women, women at the top: 20
have another problem, which is that women face harder choices
between professional success and personal fulfillment.
&A recent study in the U.S. showed that, of
married senior managers, two-third of the married men had children
and only one-third of the married women had children. A couple of
years ago, I was in New York, and I was pitching a deal, and I was
in one of those fancy New York private equity offices you can
picture. And I’m in the meeting-it’s about a three-hour meeting-and
two hours in, there kind of needs to be that bio break, and
everyone stands up, and the partner running the meeting starts
looking really embarrassed. And I realized he doesn’t know where
the women’s room is in his office. So I start looking around for a
moving boxes, figuring they just moved in, but I don’t see any. And
so I said, “Did you just move into this office?” And he said, “No,
we’ve been here about a year.” And I said, “Are you telling me that
I’m the only woman to have pitched a deal in this office in a
year?” And he looked at me, and he said, “Yeah. Or maybe you’re the
only one who had to go to the bathroom.”
question is , how we going to fix this? How do we change these
numbers at the top? How do we make this different?
start out by saying, I talk about this, about keeping women in the
workforce-because if really think that’s the answer. In the
high-income part of our workforce, in the people who end up at the
top-Fortune 500 CEO jobs, or the equivalent in other industries,
the problem, I am convinced, is that women are dropping
Now people
talk about this a lot, and they talk about things like flex time
and mentoring and programs companies should have to train women. I
want to talk about none of that today-even though that’s really
important. Today I want to focus on what we can do as individuals.
What are the messages we need to tell ourselves? What are the
messages we tell the women that work with and for us? What are the
messages we tell our daughters?
Now at the
outset, I want to be very clear that this speech comes with no
judgments. I don’t k I don’t even have it for
myself. I left San Francisco, where I live, on Monday, and I was
getting on the plane for this conference. And my daughter, who’s
three, when I dropped her off at preschool, did that whole hugging
the leg, crying “Mommy don’t get on the plane” thing. This is hard.
I feel guilty sometimes. I know no women, whether they are at home
or whether they’re in the workforce, that don’t feel that
sometimes. So I’m not saying that staying in the workforce is the
right thing for everyone.
today is about what the messages are if you do want to stay in the
workforce. And I think there are three. One, two,
make your pa and three, don’t leave before you
No. 1: sit
at the table. Just a couple weeks ago at Facebook, we hosted a very
senior government official, and he came in to the meet with senior
execs from around Silicon Valley. And everyone kind of sat at the
table. And then he had these two women who were travelling with him
who were pretty senior in his department. And I kind of said to
them, “sit at the table, come on, sit at the table.” And they sat
on the side of the room. When I was collage my senior year, I took
a course called European Intellectual History. Don’t you love that
kind of thing from collage? I wish I could do that now. And I took
it with my roommate, Carrie-who was then a brilliant literary
student and when on to be a brilliant literary scholar-and my
brother-smart guy, but a water polo playing pre-med, who was a
sophomore. The three of us take this class together. And then
Carrie reads all the books in the original Greek and Latin, goes to
all the lectures. I read all the books in English and go to the
most of the lectures. My brother is kind of busy, he reads one book
of 12 and goes to a couple of lectures, marches himself up to our
room a couple days before the exam to get himself tutored. The
three of us go to the exam together, and we sit down. And we sit
there for three hours and our little blue notebooks, yes, I ‘m that
old. And we walk out , and we look at each other, and we say, “How
did you do?” And Carrie says “Boy, I feel like I didn’t really draw
out the main point on the Hegelian dialectic.” And I say, “God, I
really wish I had really connected John Loke’s theory of property
with the philosophers that follow.” And my brother says, “I got the
top grade of the class.” “You got the top grade in the class? You
don’t know anything.” The problem with these stories is that they
show what the data shows: women systematically underestimate their
own abilities. If you test men and women, and you ask them
questions on totally objective criteria like GPA’s, men get it
wrong slightly high, and women get it wrong slightly low. Women do
not negotiate for themselves in the workforce. A study in the last
two years of people entering the workforce out of collage showed
that 57 percent of boys entering-or men I guess, are negotiating
their first salary, and only 7 percent of women. And most
importantly, men attribute their success to themselves, and women
attribute it to other external facts. If you ask men why they did
good job, they’ll say, “I’m awesome. Obviously, why are you even
asking?” If you ask women why they did a good job, what they’ll say
is someone helped them, they got lucky, they worked really hard.
Why does this matter? Boy, it matters a lot because on one gets to
the corner office by sitting on the side not at the table. And on
one gets promotion if they don’t think they deserve their success,
or they don’t even understand their own success.
I wish the
answer were easy. I wish I could just to tell all the young women I
work with, all these fabulous women, “Believe in yourself and
negotiate for yourself. Own your success.” I wish I could tell that
to my daughter. But it’s not that simple. Because what the data
shows, above all else, is one thing which is that success and
likability are positively correlated for men and negatively
correlated for women. And everyone’s nodding because we all know
this to be true. There’s a really good study that shows this really
well. There’s a famous Harvard Business School study on a woman
named Heidi Roizen. And she’s an operator in a company in Silicon
Valley, and she use her contacts to become a very successful
venture capitalist. In 2002-not so long ago-a professor who was
then at Columbia University took that case and made it Howard
Roizen. And he gave that case-both of them-to two groups of
students. He changed exactly one word: Heidi to Howard. But that
one word made a really big difference. He then surveyed the
students. And the good news was the students, both men and women,
thought Heidi and Howard were equally competent and that’s good.
The bad news was that everyone liked Howard. He’s great guy, you
want to work for him, you want to spend the day fishing with him.
But Heidi? Not so sure. She’s a little out for herself. She’s a
little political. You’re not sure you’d want to work for her. This
is the complication. We have to tell our daughters and our
colleagues, we have to tell ourselves to believe we got the A, to
reach for the promotion, to sit at the table. And we have to do it
in a world where, for them, there are sacrifices they will make for
that, even though for their brothers, there are not. The saddest
thing about all of this is that it’s really hard to remember this.
And I’m about to tell a story which is truly embarrassing for me,
but I think important. I gave this talk at Facebook not so long
ago, to about 100 employees. And a couple hours later, there was a
young woman who works there sitting outside my little desk, and she
wanted to talk to me. I said okay, and she sat down, and we talked.
And she said, “I learned something today. I learned that I need to
keep my hand up.” I said, “What do you mean?” She said, “Well,
you’re giving this talk, and you said you were going to take two
more questions. And I had my hand up with lots of other people, and
you took two more questions. And I put my hand down, and I noticed
all the women put their hand down, and then you took more
questions, only from the men.” And I thought to myself, wow, if
it’s me-who cares about this, obviously-giving this talk-and during
this talk, I can’t even notice that the men’s hands are still
raised, and the women’s hands are still raised. How good are we as
managers of our companies and our organizations, at seeing that the
men are reaching for opportunities more than women? We’ve got to
get women to sit at the table.
No.2: make your partner a real partner.
I’m become
convinced that we’ve made more progress in the workforce than we
have in the home. The data shows this very clearly. If a woman and
a men work full-time and have a child, the woman does twice the
amount of housework the man does, and the woman does three times
the amount of child care the man does. So she’s got three jobs or
two jobs, and he’s got one. Who do you think drops out when someone
needs to be at home more? The causes of this are really
complicated, and I don’t have time to go into them. And I don’t
think Sunday football watching and general laziness is the cause. I
think the cause is more complicated. I think as a society, we put
more pressure on our boys to succeed that we do on our girls. I
know men that stay home and work in the home to support wives with
careers. And it’s hard. When I go to the Mommy-and-Me stuff and I
see the father there, I notice that the other mommies don’t play
with him. And that’s a problem, because we have to make it as
important a job because it’s the hardest job in the world-to work
inside home for people of both genders. If we’re going to even
things out and let women stay in workforce. Studies show that
households with equal earing and equal responsibility also have
half the divorce rate. And if that wasn’t good enough motivation
for everyone out there, they also have more-how shall I say this on
this stage?-they know each other more in the biblical sense as
No.3: don’t leave before you leave.
there’s a really deep irony to the fact that actions women are
taking-and I see this all the time-with the objective of staying in
the workforce, actually lead to their eventually leaving. Here’s
what happens: we’ everyone’ a woman’s busy. And
she start to thinking about having a child. And from that moment
she starts thinking about having a child, she starts thinking about
making room for that child, “How am I going to fit this into
everything else I’m doing?” And literally from that moment, she
doesn’t raise her hand anymore, she doesn’t look for a promotion,
she doesn’t take on the new project, she doesn’t say, “Me, I want
to do that.” She starts leaning back.
problem is that let’s say she got pregnant that day, that day nine
months of pregnancy, three months of maternity leave, six months to
catch your breath, fast-forward two years. More often-and as I’ve
seen it &women start thinking about this way earlier-when they get
engaged, when they get married, when they start thinking about
trying to have a child, which can take a long time. One woman came
to see me about this, and I kind of looked at her &she looked a
little young. And I said “so are you and your husband thinking
about having a baby?” And she said, “Oh no, I’m not married.” She
didn’t even have a boyfriend. I said “you’re thinking about this
just way too early.” But the point is what happens once you start
kind of quietly leaning back? Everyone who’s been through this-and
I’m here to tell you, once you have a child at home, your job
better be really good to go back, because it’s hard to leave that
kid at home, your job needs to be challenging. It needs to be
rewarding. You need to feel like you are making a difference. And
if two years ago you didn’t take a promotion and some guy next to
you did, if three years ago you stopped looking for new
opportunities, you’re going to be bored. Because you should have
kept your foot on the gas pedal. Don’t leave before you leave. Stay
in keep your foot on the gas pedal, until the very day you need to
leave to take a break for a child and then make your decision.
Don’t make decisions too far in the advance. Particularly ones
you’re not even conscious you’re making.
generation really sadly, is not going to change the numbers at the
top. They’ve just not moving. We are not going to get to where 50
percent of the population in my generation, there will not be 50
percent of people at the top of any industry. But I’m hopeful that
future generations can. I think a world that was run where half of
our countries and half of our companies were run by women, would be
better world. And it’s not just because people would know where the
women’s bathroom are, even though that would be very helpful. I
think it would be a better world.
I have two
children. I have a five year-old son and a three year-old daughter.
I want my son to have a choice to contribute fully in the workforce
or at home. And I want my daughter to have the choice to not just
succeed, but to be liked for her accomplishments.
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