关于玻璃天花板效应的英文演讲
职场中的性别偏见英语作文
职场中的性别偏见英语作文英文回答：Gender bias in the workplace manifests in various forms, from overt discrimination to subtle disparities in opportunities and treatment.Hiring and Promotion: Women may face barriers inhiring processes, such as gendered job descriptions or unconscious biases in resume screening. They also tend tobe underrepresented in leadership roles, with a persistence of the "glass ceiling" effect.Compensation and Benefits: Gender pay gaps remain pervasive, with women consistently earning less than menfor comparable work. This disparity can stem from biases in salary negotiations, performance evaluations, and promotions.Work-Life Balance: Women often bear a disproportionateshare of family responsibilities, leading to challenges in balancing work and personal life. Flexible work arrangements, childcare support, and policies addressing parental leave can mitigate these disparities.Workplace Culture: Gender stereotypes and biases can shape workplace interactions, creating a hostile or unwelcoming environment for women. Sexual harassment, microaggressions, and exclusion from informal professional networks are common examples.Career Advancement: Women may face obstacles in accessing training and development opportunities, leading to slower career progression. Mentorship, sponsorship, and targeted programs aimed at promoting gender diversity can help address this gap.Combating gender bias requires a multifaceted approach:Cultural Change: Promoting awareness and challenging stereotypes is crucial for changing workplace cultures. Unconscious bias training, diversity initiatives, andinclusive language can foster a more equitable environment.Policy and Practice: Establishing clear policies against discrimination, implementing pay transparency measures, and providing family-friendly benefits can create a foundation for gender equality.Mentorship and Sponsorship: Mentorship and sponsorship programs can support women in career advancement by providing guidance, networking opportunities, and access to leadership positions.Accountability and Reporting: Holding individuals and organizations accountable for addressing gender bias is essential. Establishing grievance mechanisms, monitoring diversity data, and reporting on progress can ensure transparency and drive accountability.中文回答：职场中的性别偏见表现形式多种多样，从公开的歧视到机会和待遇上的细微差别。
“玻璃天花板”效应研究综述
“玻璃天花板”效应研究综述女性职业生涯发展研究是职业生涯研究的重要组成部分，而大多数女性在其职业生涯发展中都会遇到“玻璃天花板”效应这一升迁障碍。
本文从“玻璃天花板”的成因、造成的影响和打破“玻璃天花板”障碍等方面对国内外女性在职业生涯发展中的“玻璃天花板”效应研究的现状进行了综述。
关键词：女性职业生涯玻璃天花板职业发展在企业当中，因受到传统观念的影响，女性在工作、升迁方面多少都会受到性别歧视的影响，这对于女性的职业升迁来说并不公平，因此有学者开始着手研究，并称此现象为“玻璃天花板”效应（glass ceiling effect）。
“玻璃天花板”基本涵义为：女性或是少数族群没办法晋升到企业或组织高层，并非是因为其能力或经验不够，或是不想获得其职位，而是一些针对女性和少数族群在升迁方面，组织似乎设下了一层障碍，这层障碍有时甚至是无形的。
因此，如果组织中的女性或少数族群在职业生涯有所发展阶梯慢慢往上攀升，尤其快要接近顶端时，自然而然就会感觉到一层看不见的障碍阻隔在他们上面，所以他们的职位往往只能上升到某一阶段后止步。
本文从“玻璃天花板”的成因、造成的影响和打破“玻璃天花板”障碍等几个方面对国内外女性在职业生涯发展中的“玻璃天花板”效应研究文献进行了整理归纳。
“玻璃天花板”形成原因有关“玻璃天花板”起因的研究文献非常多，如Fisher，Motowidlo ＆Werner （1993）曾提到女性法律专业人员的薪资与男性有显著差异，其原因在于女性的学术工作时间比较短，因此薪资无法与男性相提并论，另外研究也发现女性在较高的专业阶层的代表性不足。
Guy（1994）曾解释性别刻板印象会造成“玻璃天花板”、玻璃墙、泥泞地板等，而阻碍女性的升迁发展，因此他认为性别平衡应是组织必须努力达成的目标。
Lynch ＆Post（1996）曾讨论“玻璃天花板”现象的本质及目前争论的相关议题。
他们认为男性和女性工资差距近年来已有缩小的趋势，而“玻璃天花板”效应是受到年龄、性别与资历的影响。
论我国女性政治参与的“玻璃天花板效应”
论我国女性政治参与的“玻璃天花板效应”作者：梁夕言来源：《读写算》2010年第17期一、“玻璃天花板效应”的确切定义“玻璃天花板效应”最先出现在1986年3月24日的《华尔街日报》的[企业女性]专栏中,被用以形容职业女性们在企业工作和职业生涯中所面临的无形的升职阻碍。
Ann·M·Morrison(安·M·莫里森)于1987年在自己的书《Breaking the Glass Ceiling:Can Women Reach the To p of America’s Largest Corporations?》(《打破天花板效应:女性能够进入美国大企业高层吗?》)中首次使用了这一概念。
根据美国劳动部“联邦玻璃天花板委员会”的定义,玻璃天花板是指“为女性和少数民族的提升人为设置的障碍。
这些障碍反映了‘歧视’,……是成功者和落后者之间的一条很深的分界线”。
玻璃天花板是“看不见的,然而却是使少数民族和女性无法登上公司阶梯上层的不可逾越的障碍———不管他们的资格或成就如何”[1]。
通过研究这一官方的正式定义,我们可以知道“玻璃天花板效应”最终可以概括成为“歧视”二字。
二、“玻璃天花板效应”的理论发展“玻璃天花板效应”起源于美国经济活动管理中,某一些成功女性基于自身成长升迁历程对职场潜规则的一些思考。
20世纪80年代,美国经济从“滞涨”状态中恢复,进入了高速发展时期。
与此同时,女性在人力资源市场中获得更多的重视,女性员工占据近半个劳动力市场。
与此同时,获得高管职位的女性和男性的比例也达到了前所未有的1:10的不健康比例。
在安·M·莫里森首次使用了“玻璃天花板效应”的一年以后,玛里琳·戴维森和加里·库珀在其《 Shattering the Glass Ceiling》 (《打碎玻璃天花板》)一书中开始系统的讨论这个问题。
在此之后,玻璃天花板效应正式的走入企业甚至政府内管理者的视线。
玻璃天花板效应(Glass Ceiling Effect)
玻璃天花板效应（Glass Ceiling Effect）[编辑]什么是玻璃天花板效应？玻璃天花板效应是一种比喻，指的是设置一种无形的、人为的困难，以阻碍某些有资格的人(特别是女性)在组织中上升到一定的职位。
玻璃天花板一词出现于1986年3月24日的《华尔街日报》的[企业女性]的专栏当中，用来描述女性试图晋升到企业或组织高层所面临的障碍。
“天花板效应”是莫里森和其他人在1987年的一篇文章——《打破天花板效应：女生能够进入美国大企业的高层吗?》(Breaking the Glass Ceiling：Can Women Reach the Top of America’s Largest Corporations ?)中首先使用的概念。
一年以后，玛里琳·戴维森和加里·库珀在其《打碎天花板效应》(Shattering the Glass Ceiling)一书中也讨论了这个问题。
玻璃天花板基本上的意涵为，女性或是少数族群没办法晋升到企业或组织高层并非是因为他们的能力或经验不够，或是不想要其职位，而是一些针对女性和少数族群在升迁方面，组织似乎设下一层障碍，这层障碍甚至有时看不到其存在。
因此，如果组织中的女性或少数族群想顺着职涯发展阶梯慢慢往上攀升，当快要接近顶端时，自然而然就会感觉到一层看不见的障碍阻隔在他们上面，所以他们的职位往往只能爬到某一阶段就不可能再继续上去了。
这样的情况就是所谓的玻璃天花板的障碍。
[编辑]玻璃天花板效应产生的原因时间的因素人们认为，即使是最优秀的女性，也往往没有时间穿过长长的企业晋升渠道达到企业的高层。
对于高级管理人员来说，基本的条件是：硕士学位加上25年的工作经验。
20世纪70年代，正是当今高层经理们毕业的时候，那时仅有不到5％的法律和工商管理硕士的学位授予了女性。
而现在美国有40％的法律学位和35％的工商管理硕士学位被女性获得。
所以，有理由相信女性在企业中占据管理职位的数字将会在未来有所上升。
玻璃天花板
数据支持
“玻璃天花板效应”也得到了研究数据的支持：英国心理 学家亚历克斯.哈斯拉姆调查显示在公司经理层中，男性 为57.9%，女性为42.1%，基本持平；但在总经理层，男 性高达83.4%，女性仅为16.6%.由此可见女性管理者在晋 升到一定职位后想要继续前进面临ceiling
“玻璃天花板”意思是指，虽然公司高层的职位对某个群体来说并非 遥不可及，却无法真正接近。
“玻璃天花板效应”是一种比喻，它最早出现于1986年3月24日的 《华尔街日报》的“企业女性”的专栏当中，用来描述女性试图晋 升到企业或组织高层所面临的障碍。 许多女性管理者在晋升的过程中，都遭遇了一种无形的、人为的困 难，阻碍她们以及一些其他有资格的人在组织中上升到一定的职位。 这种现象被称为“玻璃天花板效应”。
反攻“玻璃天花板”—策略篇
1、 首先反思你自己。不要因为以前你的或别人的不愉快经历而假设每个人都 存有敌意。根据面临的新情况而做出具体判断。 2、 广交豪杰。结交朋友，建立社交圈，寻求前辈的指导，对每个人来说都是 基本的职业技巧，但是如果你是一个“局外人”，这些就尤为重要，遗憾的是做 起来很难。 3、强调积极正面的东西。试试下述方法：敢于冒险，勇于决策；抓住一切机会， 调动或者被指派到和公司目标直接相关的第一线工作上，强化你的书面和口头表 达能力；认识到你的文化背景所具有的力量。 4、善于表现自己。让公司知道你可以做些什么。即使你是一个成就非凡的人， 你也不要指望被别人发现或者认识。为了取得进展，你得让人们知道你是谁，你 做了些什么。 5、 善于接受，不要牺牲。让你的文化和公司文化相适应。要从局外人变成局 内人，并且真实地对待你自己，你必须懂得“接受”和“牺牲”之间的区别。 6、 知道你自己的权利。如果你认为你遭到不公平的对待，你该怎么办？你可 以尝试自己解决问题。或者你可以依照公司制定的程式，或者找来同盟者帮忙。 7、辞职。另谋它就，找一个在企业文化方面更适合你的工作。
女性职场晋升中的“玻璃天花板”效应
女性职场晋升中的“玻璃天花板”效应社会主义市场经济的建立与发展，给现代女性带来了更多地参与社会发展与竞争的机会。
在这个自由平等的社会时代下，女性拥有了独立自主平等的追求工作的发展平台，职场女性所占比例有显著性提高，从行政部门到技术部门，都能看到女性的身影，但这仅仅局限于公司的中低层，在高层管理者中，多数还是为男性，女性在晋升到高层管理层的过程中，存在很大的无形障碍，使得女性在职场中晋升缓慢，称之为“玻璃天花板”。
一、“玻璃天花板”概述“玻璃天花板”用来描述女性员工职业发展的无形壁垒。
在1986年被Hymowitz和Sehellardt首次提出，玻璃天花板是对性别歧视的隐蔽现象，由于观念或组织上存在的偏见而导致的障碍，它限制了有能力的女性晋升到高层位置。
使得本来够资格的人在组织里的晋升变得可望而不可及。
女性管理者职业发展的“玻璃天花板”限制了女性的职业发展，同时也降低了企业决策的有效性，因此，如何突破女性管理者职业发展的“玻璃天花板”具有重要的现实意义。
二、女性职场晋升的现状分析女性在职场中遭遇到的“玻璃天花板效应”来自多方面因素的影响：（一）性别差异从人力资源部的招聘工作开始就认定女性的能力不如男性，对女性有强烈的刻板印象，面试过程中倾向于选择男性作为他们的员工，在晋升提拔时更为优先考虑男性，大多数女性已被认定为安稳、竞争意识差、适应能力低及进取心不强，女性在选择职业的标准上一般认定工作稳定和照顾家庭为宜，男性在求职上则表现出来明显的追求高收入、高竞争性的工作。
（二）社会角色定位现实中，普遍认为女性的重心应该在家庭上，男性负责养家，并且认为女性的管理能力和领导能力比男性要低，一个家庭中女性过于强势，会影响家庭的和睦，也会遭到家庭其他人员的抵制和反对，得不到家人的支持，这些社会既定的模式和框架会严重制约着女性在晋升道路上的发展。
（三）个人因素1.生理因素女性职业发展特点呈现为两个高峰和一个低谷。
两个高峰：一个是女性在就业初期的6-8年左右，是事业辉煌期；另一个是孩子长大，约为35岁后的十年内；一个低谷是在两个事业高峰期的中间，抚养孩子的8年时间。
破窗效应英语
破窗效应英语In the realm of sociology, the concept of "Broken Windows" represents a profound understanding of how minor signs of disorder in a community can lead to a larger breakdown of social norms and the decline of public welfare. The theory, coined by James Q. Wilson and George L. Kelling in their 1982 article "Broken Windows: The Police and Neighborhood Safety," posits that visible signs of neglect, such as broken windows, graffiti, and litter, send a subliminal message to community members that no one cares about the quality of their environment. This, in turn, encourages further acts of vandalism, crime, and general disrespect for public spaces.The theory suggests that when such signs of disrepair are promptly addressed and repaired, it sends a strong message to the community that their environment is valued and cared for. This, in turn, fosters a sense of community pride and responsibility, leading to a decrease in criminal activity and an overall improvement in the quality of life. The implications of the Broken Windows theory are far-reaching, extending beyond the realm of criminal behaviorto encompass areas such as education, workplace productivity, and even personal health. In the context of education, for instance, a disorganized classroom or school environment can contribute to a decrease in student engagement and academic performance. Similarly, in the workplace, a messy or disorganized office can lead to decreased productivity and a negative work culture.The theory also has implications for personal health and well-being. For instance, living in a neighborhood with visible signs of disrepair and neglect can contribute to feelings of hopelessness and helplessness, leading to increased stress levels and even mental health issues. Conversely, living in a clean, well-maintained environment can promote feelings of safety and security, leading to improved mental health and overall well-being.The Broken Windows theory reminds us that the smallest of actions can have a significant impact on the larger community. By taking ownership of our environments, whether it's our neighborhoods, workplaces, or personal spaces, we can send a powerful message that we value the quality of our lives and the lives of those around us. By addressingsmall signs of disrepair and neglect promptly, we canfoster a sense of community pride and responsibility that leads to a safer, more vibrant, and healthier society.**破窗效应的力量：环境无序对社区福祉的影响**在社会学领域，“破窗效应”这一概念深刻揭示了社区中微小失序现象如何导致社会规范的更大崩溃和公共福利的下降。
皮格马利翁效应 英语演讲
Treat a man as he is and he will remain as he is. Treat a man as he can and should be and he will become as he can and should be. ----Goethe
Education
• Teachers may use the Pygmalion Effect to encourage students to think in positive way and stimulate them to succeed.ຫໍສະໝຸດ Self-perception
• People who believe that they are capable of achieving the things which they set out to do are usually more likely to do so.
The Result
• By the Pygmalion Effect, people internalize their positive labels, and those with positive labels succeed accordingly.
The uses of the Pygmalion Effect
What is the Pygmalion Effect? • The Pygmalion Effect is the phenomenon whereby the greater the expectation placed upon people, the better they perform.
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Knocking on the glass ceiling
Women say they are overlooked for promotions, raises
BEIJING: Chinese women working full-time are not only longing for economic independence, they are also working for a sense of job satisfaction and fulfillment, a recent survey has found.
It shows that despite their steadily improving social status, 66 percent of working women believe men are favored for promotions and raises, even when they are capable of the same work. Meanwhile, about 70 percent of respondents are working for companies in which women account for 30 percent or less of the senior executives and managers.
Launched by the Sun Media Group before International Women's Day, the survey interviewed more than 5,000 women through online polls, telephone calls and face-to-face talks.
"Women have come to a career bottleneck," Yang Lan, a CPPCC member and popular TV presenter, said in an interview with .
"The number of women decision-makers in companies is far from enough. It is not because they don't have opportunities or they are unqualified."
Yang said the current retirement rules have created a glass ceiling for women. For instance, both men and women reach the peak of their careers in their late 40s. Women, however, are less favored for promotions since they retire at the age of 55, five years earlier than men.
"We hope society can provide an equal opportunity for women to enter senior management levels," she said.
Working women's rights to take maternity leave should also be fully respected, she said.
Another CPPCC member, Dai Xiuying, suggested that more women should be invited to State and local political bodies.
She said the proportion of women deputies and CPPCC members reached only about 10 percent this year.
Feng Ying, another CPPCC member and head of the Central Ballet Troupe, appealed for more support for female ballet dancers after they leave the stage.
"Most female dancers face a short career life," she said.
"Dancers usually start training at the age of 7 and they have the opportunity to perform on the stage when they are 17 or 18.
"On one hand, they find a lot of success on the stage, but on the other hand, they lose the opportunity to go to university or college. When they retire, usually at the age of 40, they are not qualified to do other jobs because they didn't get a university certificate," she said.
Feng, a former ballet dancer herself, said dancers of her generation worried less about life after retirement, because they would be assigned other administrative duties in the work unit.
"However, young female dancers nowadays have many concerns about finding a proper job. Some of the good dancers quit at a young age, becoming actresses and fashion designers, which provides them with more money," she said.
Feng called for universities and colleges to provide academic training programs for ballet dancers, so that they will be granted certificates and be more qualified for other careers.。