职场新概念英语：世界职场性别歧视远未结束
雅思作文女性在职场的不公平
雅思作文女性在职场的不公平Despite significant advancements in gender equality over the past few decades, women in the workplace still face numerous challenges and forms of unfairness. This essay will explore the various aspects of workplace inequality that women encounter, including pay disparity, lack of promotion opportunities, and workplace harassment.First and foremost, one of the most glaring issues is the gender pay gap. Research shows that women, on average, earn less than their male counterparts for the same work. This discrepancy is influenced by various factors, including discrimination and the undervaluation of roles traditionally held by women. Even in industries where women are well represented, they often find themselves earning significantly less than their male colleagues. This pay disparity not only affects women's financial independence but also perpetuates gender stereotypes that suggest women are less capable or deserving of higher salaries.In addition to pay inequality, women often encounter barriers to career advancement. Manyorganizations have a "glass ceiling" that prevents women from reaching top executive positions. Even when women have the qualifications and experience necessary for promotions, they may be overlooked in favor of male colleagues. This lack of advancement opportunities can be attributed to various factors, including unconscious bias and the perception that women are less committed to their careers due to family obligations. As a result, women may feel discouraged from pursuing leadership roles, further perpetuating the cycle of inequality.Moreover, workplace harassment remains a significant issue affecting women's experiences in the workplace. Many women report experiencing inappropriate comments, unwanted advances, or even physical harassment from male colleagues. This hostile environment can lead to increased stress, anxiety, and decreased job satisfaction, ultimately affecting women's performance and career progression. The fear of retaliation or being dismissed if they speak up often prevents women from reporting such behavior, allowing it to persist unchecked.In conclusion, while progress has been made toward achieving gender equality, women in the workplace still face substantial unfairness in the form of pay disparity, limited promotion opportunities, and harassment. Addressing these issues requires a collective effort from employers, policymakers, and society as a whole to create a more equitable work environment where women can thrive and succeed on equal footing with their male counterparts.中文翻译：尽管在过去几十年中性别平等取得了显著进展，但女性在职场上仍面临许多挑战和不公平的现象。
是否应该废除职场性别歧视辩论辩题
是否应该废除职场性别歧视辩论辩题正方观点，应该废除职场性别歧视。
首先，职场性别歧视是一种违反基本人权的行为，它剥夺了个体的公平机会和平等对待。
根据《世界人权宣言》第二条规定，“人人生而自由，而且在尊严和权利上一律平等。
”这意味着无论性别，每个人都应该享有平等的工作机会和待遇。
因此，废除职场性别歧视是符合人权精神的。
其次，职场性别歧视不仅对个体造成伤害，也对整个社会和经济造成负面影响。
根据世界经济论坛的研究显示，性别平等对经济增长有积极影响。
而职场性别歧视导致女性在职业发展和薪酬方面受到限制，这不仅限制了个体的发展，也限制了整个社会的发展。
因此，废除职场性别歧视是符合社会和经济发展的需要。
最后，废除职场性别歧视也是符合时代潮流的。
随着社会的进步和人们观念的改变，越来越多的人开始意识到性别歧视的不公平性和危害性。
名人名言中，女权主义者玛丽·沃尔斯通克拉夫特曾说过，“我们不是在要求特权，我们只是在要求平等。
”这句话表达了废除性别歧视的核心诉求。
综上所述，废除职场性别歧视是符合人权精神、社会发展和时代潮流的，因此我们应该坚决支持废除职场性别歧视。
反方观点，不应该废除职场性别歧视。
首先，性别差异是客观存在的，而不同性别在某些工作和环境下具有不同的特质和能力。
因此，在一些职场环境中，性别歧视可能是合理的。
例如，在一些特定的工作岗位上，男性的体力和女性的细心可能会有不同的优势，这并不意味着性别歧视。
其次，废除职场性别歧视可能导致一些负面后果，例如降低工作效率和增加公司成本。
如果一味地追求性别平等，可能会导致一些不适当的工作安排和人员配置，从而影响工作效率和公司利益。
最后，废除职场性别歧视可能会破坏传统的家庭价值观念，导致社会稳定受到影响。
一些人认为，男女在家庭和职场中应该有不同的角色和责任，这是社会的基本价值观念，废除性别歧视可能会对这些价值观念造成冲击。
综上所述，废除职场性别歧视可能会导致一些不良后果，因此我们不应该轻率地废除职场性别歧视。
英语语言中的性别歧视及其变化
英语语言中的性别歧视及其变化引言语言是现实世界的一面镜子，现实世界的种种现象，美丑好坏，尽现其中。
在一向声称人生而平等的英语国家里，其实也有诸多的不平等。
男女不平等即是其中之一，而这种不平等也被反映在语言这面镜子里。
然而，妇女的社会地位感比男子敏锐，英国语言学家彼得.特鲁杰说：“在我们的社会中，妇女的地位不如男子那样牢靠，而且通常比男子低一些。
因此，对她们来说，可能更加需要在语言上和别的方面来表明和保障她们的社会地位。
”上世纪70年代初，女权运动在西方兴起，受其影响，英语世界掀起了一场旨在消除性别歧视的文字改革运动，这方面尤以美国为甚。
本文拟谈谈反映在英语语言中的性别歧视现象、出现原因及其发展变化．一英语语言中的性别歧视现象首先我们来了解一下什么是性别歧视（sexism）。
根据Webster Ninth New Collegiate Dictionary，其定义是：prejudice or discrimination based on sex ; esp: discrimination against women , 基于性别的偏见或歧视，尤其是对妇女的歧视。
«朗曼英语词典» 对“性别歧视”的解释是：“以性别为基础的歧视，尤其是男性对女性的偏见。
”«牛津字典» 给“性别歧视”所下的定义是：“性别偏见或歧视(尤其对女性).”因此，在语言习惯上，“性别歧视”通常是指语言对女性的歧视，那么，英语语言是怎样歧视女性的呢？1.以男性语言为规范,而女性语言只是一种附属或变体.1．2 称谓上的表现a) “把女性当做男性的附属品，而这一观点充分体现在英语称谓词当中。
Mr. 是对一位男士的尊称，Mrs.则是一位男子的太太的尊称，女性的称谓也就依附于男性了，如: 丈夫是John Smith 具有博士学衔，于是可以称这对夫妇为Dr. and Mrs. John Smith.假如丈夫没有学衔或职称，那只能称为Mr. and Mrs. John Smith. 假如妻子是博士，丈夫没有学衔或职称，妻子的名字叫Marry随夫姓后只能称呼为Marry Smith. Miss是用来称呼未婚女性的称呼。
职场中对性别的偏见的英语作文
职场中对性别的偏见的英语作文英文回答：Gender bias in the workplace is a serious issue that can have a negative impact on both individuals and organizations. It can manifest in a variety of ways, including unequal pay for equal work, discrimination in hiring and promotion, and sexual harassment.There are a number of factors that contribute to gender bias in the workplace. One factor is the persistence of traditional gender stereotypes. Many people still believe that women are less capable than men in certain areas, such as leadership and math. This can lead to women being passed over for promotions or being paid less than men for the same work.Another factor that contributes to gender bias is the lack of women in leadership positions. When women are not well represented in leadership, it can create a culture ofbias and discrimination. This can make it difficult for women to advance in their careers and can lead to a lack of diversity in the workplace.Gender bias can have a number of negative consequences for both individuals and organizations. For individuals, gender bias can lead to lower pay, fewer opportunities for promotion, and a hostile work environment. It can also damage women's self-esteem and make it difficult for them to succeed in their careers. For organizations, gender bias can lead to decreased productivity, increased turnover, and a loss of talented employees.There are a number of things that can be done to address gender bias in the workplace. One important step is to challenge traditional gender stereotypes. This can be done through education and awareness-raising campaigns. It is also important to increase the number of women in leadership positions. This can be done through mentoring and sponsorship programs, as well as by setting targets for the representation of women in leadership.Another important step is to implement policies and procedures that promote gender equality. These policies can include equal pay for equal work, anti-discrimination policies, and sexual harassment prevention policies. It is also important to create a culture of respect and inclusion in the workplace. This can be done by creating a safe space for women to speak up about their experiences of bias and discrimination, and by holding people accountable for their behavior.Addressing gender bias in the workplace is an ongoing challenge. However, by taking the necessary steps, organizations can create more equitable and inclusive workplaces where everyone has the opportunity to succeed.中文回答：职场中的性别偏见是一个严重的问题，它会对个人和组织产生负面影响。
外刊阅读练习：性别歧视在亚洲“大行其道”
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Women managers in Asia.女性高管在亚洲。
Untapped talent.尚待开发的人才。
Sexism is rife in Asia. That creates an opportunity for non-chauvinist firms.性别歧视在亚洲"大行其道"。
这为非大男子主义至上的企业创造了机遇。
IN THE West, women typically make up 10-20% of upper management and company boards. They are relatively lucky. A report from McKinsey, a consultancy, shows that Asian women lag far behind.在西方，女性通常占据10-20%的公司高层和董事会职位。
相比之下，她们是幸运的。
来自麦肯锡咨询机构(McKinsey)的报告显示在此方面，亚洲女性大大落后了。
There are exceptions. In Australia women's share of board and executive-committee jobs is roughly on a par with that in America and parts of Europe. Singapore too has a large number of women in senior management (see chart). But elsewhere the picture is mostly dire, and not necessarily because the countries concerned are poor. In Japan and South Korea, both rich, women are about as likely to sit on boards as men are to serve tea.例外也是有的。
英语语言中的性别歧视及其消除
英语语言中的性别歧视及其消除英语语言中的性别歧视及其消除【中文摘要】语言是社会的一面镜子，它能折射出社会对女性的种种歧视；语言的内涵有时是带有歧视性的，主要表现在语言在很大程度上存在诋毁女性、贬低女性，并将女性置于一种男性附属地位的言语行为。
这种现象在英语中尤为常见。
尽管语言本身并不具有歧视性，但它充当了构建性别歧视的工具。
本文主要以社会语言学的基本理论为视角，从英语的词汇、语法及较高层次---语篇结构中‘的性别定型等几个方面入手对英语中存在的性别歧视语言做了系统的归纳与整理。
在前人研究结果的基础上，以语言学的相关理论为基础，从历史、文化、社会的角度分析了性别歧视语言的形成原因，揭示了性别歧视语言在英语中的存在形态，并探讨了消除这类性别歧视语言的根本途径。
随着时代的发展，女性地位的不断提高，女性参与社会活动范围的不断扩大，妇女解放运动不断高涨，女性越来越重视在各方面争取与男性的平等权利。
语言中的性别歧视现象已经逐渐引起广大女性，尤其是语言学家的重视。
各种迹象表明，英语中的性别歧视现象必须改革以顺应社会的发展。
性别歧视语言，作为一种语言现象已经根深蒂固。
语言中的性别歧视是由历史、文化、社会等诸多因素造成的。
从本质上讲，对性别歧视语言进行改革就意... 本文以许多有趣的实例向你展示了反映在英语语言中的性别歧视现象，指出了这一现象产生的原因，最后提出了消除英语语言中的性别歧视的方法。
【英文摘要】 English language, to some extent, reflects a sexist society, and at the same time, it can enable us to see the social reality more clearly. Linguistic directions of degrading and devaluing female can be located everywhere. This thesis tries to investigate linguistic sexism against women in English vocabulary, grammar, and the gender stereotyping in discourses. The purpose is to disclose the common features of English language that suggest cultural biases and socially unjust attitudes towards women. The stud... Then the author points out the reasons for the occurrence of the sexism and gives you the methods of avoiding it.英语; 性别歧视语; 性别定型; 解释; 改革;【英文关键词】 English sexism; gender stereotyping; explanations; elimination;一、引言语言总是反映着社会，是现实世界的一面镜子，美丑好坏，尽现其中在社会生活中，语言对男女不同的性别一视同仁，它本身是没有性别歧视的，但语言是文化的载体，并在人们不断使用的过程中逐渐得到丰富和发展。
Women in the workforce职场上的女性
Women in the workforce职场上的女性Female power女权Dec 30th 2009From The Economist print editionAcross the rich world more women are working than ever before. Coping with this change will be one of the great challenges of the coming decades在发达国家，比以往更多的女性正在工作。
应对这一变化这将是今后几十年面临的重大挑战之一。
THE economic empowerment of women across the rich world is one of the most remarkable revolutions of the past 50 years. It is remarkable because of the extent of the change: millions of people who were once dependent on men have taken control of their own economic fates. It is remarkable also because it has produced so little friction: a change that affects the most i ntimate aspects of people’s identities has been widely welcomed by men as well as women. Dramatic social change seldom takes such a benign form.发达国家女性的经济赋权是过去五十年中最引人注目的革命之一。
英语语言中的性别歧视与中英商务交际
英语语言中的性别歧视与中英商务交际［摘要］英语语言具有鲜明的性别歧视色彩。
在中英商务交际活动中，人们应该关注到这一典型特征。
从英语语言出发，从构词、语义、语用三个角度来透视英语语言中的性别歧视现象，进而为当前中英商务交际活动提出相应的交际策略。
［关键词］英语性别歧视中英商务交际语言，作为文化的载体，能够真实地折射出各种社会习俗及价值观念。
在英语国家，男性长期主宰着社会的政治、经济、教育等方方面面，女性在社会中则处于从属的地位。
这一社会现实反映在语言层面上，则在英语语言中存在大量的性别歧视语。
按照《牛津现代高级英汉双解词典》，“性别歧视”指：“以性别歧视为基础的歧视，主要是对女性的歧视，是人类社会由来已久的不合理的社会现象。
”因此，在语言习惯上，“性别歧视”通常是指语言对女性的歧视。
英语中存在大量带有性别歧视特征的词汇。
在经济全球化的推动下，中国与英语国家商务交际活动日益频繁。
那么，本文在此将通过透视英语语言中的性别歧视现象，进而为中英商务交际活动提出相应的建议。
一、英语语言中的性别歧视1.构词的歧视按照《圣经》，上帝创造了男性亚当，又在亚当的基础上用他的肋骨创造了女性夏娃。
那么，女性的诞生是基于男性。
于是，在西方英语国家，几千年来，人类社会一直深深烙着父权制特色：男性支配着社会的一切，女性依存于男性。
体现在英语构词上，许多女性词语是附着在男性词语词根的基础上而产生。
从词汇的外部特征来看，英语中存在许多具有性别区分特征的对立词组。
当这些指两性的词组成对出现时，男性的词语一般是无标记的，而指女性的词语往往会在阳性词语的词根上，添加相应的词缀，变成有标记的词语。
例如：master（主人）mistress (女主人；情妇)governor（州长）governess(女州长，州长夫人)male (男性) female (女性)usher (引座员) usherette (女引座员)Paul (保罗) Pauline (保兰)而且，这些词缀-ess、-ette、-enne、-rix等常含有无足轻重，微不足道，或者卑微低下的含义。
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职场新概念英语：世界职场性别歧视远未结束
What is holding women back in the workplace? If you ask Kevin Roberts, the outgoing Saatchi & Saatchi chairman, the problem is women themselves. “Their ambition is not a
vertical ambition, it’s this intrinsic, circular ambition to be happy,” he said last week in an interview with Business Insider. A few days later, having been suspended by parent company Publicis, he admitted that he had “failed exceptionally fast” and announced he would resign.
职场中有哪些因素防碍着女性发展？如果你问盛世长城(Saatchi & Saatchi)即将离任的董事长凯文罗伯茨(Kevin Roberts)，他会回答问题在于女性本身。
“她们的抱负不是纵向抱负，而是贪图快乐的那种
内在、绕圈的追求，”他在近期接受《商业内幕》(Business Insider)采访时表示。
几天后，被母公司法国阳狮集团(Publicis)停职的他承
认自己“失败得太快”，并宣布将辞职。
It is superficially appealing to cast Mr Roberts as the victim of a feminist witch hunt. Surely he is a martyr who dared to speak the truth： that for many women it is the desire to have a work-life balance, rather than discrimination, that stops them reaching the top of their industry.
从表面来看，人们很容易把罗伯茨当作女权主义政治迫害的受害者。
难道他不是一位敢于说实话的烈士吗：对很多女性来说，难道不是她
们对工作/生活平衡的渴望（而不是性别歧视）防碍着她们攀登事业巅峰？
But his comments went far beyond that. He denied that gender inequality was a problem at all —“the f***ing debate is
all over” — and accused British advertising consultant
Cindy Gallop of lying about sexual harassment in the industry. “I think she’s got problems that are of her own making,”
he claimed. “I think she’s making up a lot o f the stuff to create a profile, and to take applause.”
但是他的言论远远超出了这个范畴。
他从根本上否认性别不平等是一
个问题——“这场该死的辩论已经结束”——并指责英国广告业咨询
顾问辛迪盖洛普(Cindy Gallop)在该行业性骚扰问题上撒谎。
“我觉
得她的问题都是她自己搞出来的，”他声称，“我觉得她编造了很多
内容来建立一个形象，并得到掌声。
”
Under such circumstances, it is unsurprising that Publicis moved against him： an advertising firm should know a bad advert for its business when it sees one. Sadiq Khan, mayor
or London, has banned “body shaming” posters on the
capital’s transport system; Unilever has pledged to spend
its ￡6.3bn annual marketing budget on ads that smash female stereotypes. Sex might still sell but sexism is out of fashion.
在这种环境下，阳狮倒戈罗伯茨也是意料之中的：广告公司应该一眼
看出对自身业务不利的广告。
伦敦市长萨迪克汗(Sadiq Khan)禁止在
首都的交通系统内张贴“体形歧视”海报；联合利华(Unilever)承诺
将该公司63亿英镑的年度营销预算用于打破女性刻板印象的广告。
性
可能还有市场，但是性别歧视已经过时了。
For outsiders, however, an honest conversation is always
more useful than knee-jerk condemnation. Mr Roberts’ comments are a reminder of three roadblocks on the path to gender equality at work： outdated attitudes; unhelpful structures; and a lack of data — a result of the casual dismissal of women’s experiences.
不过，在外人看来，坦诚对话总是比条件反射般的谴责来得更实在。
罗伯茨的言论提醒了人们，在通往职场性别平等的道路上有3个障碍：过时的态度、无益的结构、以及缺乏数据——随意忽视女性经历的结果。
First, it is time to overhaul our idea of a perfect employee. There is little evidence to support the assumption that macho work-aholics are the most valuable people in a company. Second, we have to smash the artificial division between a woman’s choice to opt out of the rat race and “real” discrimination. Our decisions are shaped by the unequal structures of the working environment.
首先，是时候彻底反思我们对完美员工的想法了。
几乎没有证据支持
男性工作狂是公司价值员工的假设。
其次，我们必须打破女性选择退
出职场竞争与“真正的”歧视之间的人为划分。
我们的决定是由工作
环境中的不平等结构造成的。
Once a woman has taken time off work for childbirth and breastfeeding, a pattern is created where she is seen as the “primary” parent. Many hoped the introduction of shared parental leave would change that; but so far UK take-up rates have been very low. (Unlike the Scandinavian model, there is
no portion which can only be taken by fathers.)
一旦女性为生育和哺乳请假，便会出现一种模式——人们会认为她的“首要职责”是母亲。
很多人曾希望引入共享产假政策会改变这个点，但是迄今为止英国的接受度仍然非常低。
（与北欧模式不同，英国没
有只允许父亲申请的产假）。
The “maternity gap” is the most fundamental structural problem preventing gender equality in the workplace. Among
full-time British workers aged 22-29, women earn more than。