The daughter also rises

　　天行健，女子以自強不息

　　ZHANG YIN was the eldest of eight childrenof a lowly Red Army officer who was imprisoned during the Cultural Revolution for capitalistoffences. Today she is one of the worlds richest self-made women, with an estimated fortuneof $1.6 billion. In the early 1980s, as a dogsbody in a paper mill, she noted that the wastepaper her superiors so casually discarded was actually worth something. She has beencapitalising on her insight ever since. Nine Dragons Paper, which she founded with her husbandin 1995, is now one of the worlds largest paper recyclers.

　　張茵出生在一個普通的紅軍軍官家庭，是家里八個孩子中最大的。父親曾在文革時期因走資本主義道路被關進監(jiān)獄。而今天擁有16億美元資產的她卻成為了世界上最富有的白手起家的女性之一。在80年代初期，張茵在一家造紙廠做雜工。在此期間她注意到工人們隨便丟棄的廢紙實際上還有利用價值的。從此她的洞察力給她帶來了源源不斷的財富。1995年張茵和丈夫一起創(chuàng)辦的玖龍紙業(yè)，現(xiàn)如今已成為了世界上最大的廢紙回收企業(yè)之一。

　　The emerging world is home to many businesswomen like Ms Zhang. Seven of the 14 womenidentified on Forbes magazines list of self-made billionaires are Chinese. Many firms inemerging markets do a better job of promoting women than their Western rivals, somesurveys suggest. In China, 32% of senior managers are female, compared with 23% in Americaand 19% in Britain. In India, 11% of chief executives of large companies are female, comparedwith 3% of Fortune 500 bosses in America and 3% of FTSE 100 bosses in Britain. Turkey andBrazil come third and joint fourth in the World Economic Forumsranking of countries by the proportion of CEOs who are women. In Brazil, 11% of chiefexecutives and 30% of senior executives are women.

　　許多像張女士這樣的女商人都來自新興世界。在《福布斯》雜志億萬富豪榜中上榜的14位白手起家的女富豪中，就有7位是中國人。一些調查研究顯示，在女職員晉升方面，許多來自新興市場的公司都比來自西方的競爭對手強。在中國，32%的高級管理人員是女性，而在美國、英國這一比例分別只有23%、19%。在印度，大型公司的首席執(zhí)行官中11%為女性，而美國福布斯500強老板中3%為女性，英國富時100老板中也只有3%為女性。世界經濟論壇按女性CEO所占比例給各個國家排名，土耳其和巴西并列三四位。在巴西，女性首席執(zhí)行官和女性高級主管所占比例分別為11%和30%。

　　Young, middle-class women are overtaking their malepeers when it comes to education. In the United ArabEmirates 65% of university graduates are female. InBrazil and China the figures are 60% and 47%respectively. In Russia 57% of college-age womenare enrolled in tertiary education; only 43% of menare. Business schools, those hothouses ofcapitalism, are feminising fast. Some 33% ofstudents at the China Europe International BusinessSchool in Shanghai and 26% at the IndianSchool of Business are female, a figure comparablewith those of Western schools such as the Harvard Business School and INSEAD.

　　在教育方面，新一代的中產階級女性也正在超越她們的男性同輩們。在阿拉伯聯(lián)合酋長國，65%的大學畢業(yè)生是女性。在巴西和中國，該數(shù)據(jù)分別是60%和 47%。在俄羅斯，57%的大學年齡女性正在接受高等教育;而男性僅有43%。資本主義的溫室各個商學院也正在迅速女性化。上海中歐國際工商管理學院33%的學生是女性，印度商學院26%為女性，這樣的數(shù)據(jù)可與一些西方學校并駕齊驅，如哈佛商學院和歐洲工商管理學院。

　　In Winning the War for Talent in Emerging Markets: Why Women are the Solution, Sylvia AnnHewlett and Ripa Rashid point out that businesswomen face steep obstacles in emergingmarkets. How can they stay on the fast track if, as in the UAE, they cannot travel without amale chaperone? And how can they be taken seriously if, as in Russia, the termbusinesswoman is synonymous with prostitute? In every emerging market women bear thelionesss share of family responsibilities. In many places, deals are sealed with booze and malebonding.

　　在《贏取新興市場中的人才：為什么女性是關鍵》一書中，西爾維婭.安.休利特和里帕.拉希德指出，新興市場中的女商人面臨著嚴峻的考驗：在阿聯(lián)酋，沒有男人陪伴女人不能出行，這樣她們怎么在職場平步青云?在俄羅斯，女商人就是妓女的近義詞，這樣她們怎么能讓自己受到重視?在每一個新興世界里，女性承擔著絕大部分的家庭責任。而且在許多地方，生意場上的協(xié)議都是靠酒席和男子間的兄弟情誼達成的。

　　The workload for tiger businesswomen can be crushing. Rapid growth means exhaustingchange. Having customers in different time zones, as global Asian firms often do, makes itworse. More than a quarter of the female high-fliers surveyed by Ms Hewlett and Ms Rashidreport working between eight and 18 hours more each week than they did three years ago. Andhorrible commutes are common. In IBMs ranking of the worlds worst commutes, Beijing andMexico City each scored 99 out of a possible 100 pain points. New Delhi, Moscow and S?o Pauloalso did appallingly. Female commuters often have to put up with leering, groping men,particularly if they work late: 62% of Brazilian women say that they feel unsafe travelling towork.

　　新興市場的女商人們承受著巨大的工作負荷。經濟的快速增長意味著讓人筋疲力盡的變化。擁有在不同時區(qū)內的客戶則讓情況更加糟糕，而在亞洲的跨國公司往往就是這樣。在休利特和拉希德調查的女性野心家中，超過四分之一的人稱她們現(xiàn)在比三年前每周多工作8至18個小時。并且上下班往返通常是件很煩人的事。 IBM進行過一個世界最糟糕上下班交通排名，其中北京和墨西哥城各得99分。新德里，莫斯科和圣保羅也成績斐然。在上下班途中，女性還得常常忍受男人們調戲的目光和動作，尤其是在下班很晚的時候。62%的巴西女性稱在上下班的路途中感覺不安全。

　　Still, young women have no shortage of high-profile role models, from Indra Nooyi, the Indian-born boss of PepsiCo, to Dong Mingzhu, the author of one of the bestselling business books inChina. In Regretless Pursuit, Sister Dong, as her fans call her, recounts her rise fromsaleswoman to boss of Gree Electric, the countrys biggest manufacturer of air-conditioners.

　　然而，年輕女性們不乏備受矚目的榜樣們，不管是英德拉.諾伊印度出生的百事老總，還是董明珠一本中國暢銷商業(yè)圖書的作者。在《行棋無悔》中，董姐回顧了她從一名銷售人員做起，一直做到格力電器老總的經歷。格力電器是中國最大的空調生產商。

　　Living in emerging markets offers many advantagesfor female professionals. Most obviously, there areplenty of cheap hands to cook and take care ofchildren. And corporate culture is changingastoundingly fast, not least because companies arehiring so many young people.

　　生活在新興市場為職業(yè)女性提供了很多便利之處。最明顯的就是有大量廉價勞動力可以幫她們煮飯帶孩子。并且企業(yè)文化也在以驚人的速度變化著，其中原因當屬公司雇傭的許多年輕人。

　　Skills shortages spur a battle for brains. In some countries, companies expect to lose a fifth oftheir highly skilled staff every year. So they will try anything that might help them hang on tothe talent. This includes becoming more female-friendly. Many multinationals have createdmentoring programmes and womens networks. Boehringer Ingelheim, a drug company, andCiti, a bank, have introduced short-term job placements to encourage women to travel.Goldman Sachs pairs expectant mothers with seasoned working mothers. Infosys, anIT firm, provides pregnancy yoga. Wipro, another IT company, arranges child-care camps onits campus during long holidays. GE India provides its female staff with assertiveness training.

　　技術匱乏引發(fā)了一場人才爭奪戰(zhàn)。在一些國家，很多公司每年要流失五分之一的高級技術人員。所以各個公司不惜一切代價要留住人才。這就包括變得對女性職員更加友好。許多跨國公司開發(fā)出指導項目和專屬女性的網絡。醫(yī)藥公司勃林格殷格翰和花旗銀行引進短期工作替代制度，以鼓勵女性職員出去旅游。高盛投資公司將懷孕職員和已做母親的老職員搭檔起來。IT公司印孚瑟斯為女職員提供孕期瑜伽。而另一家IT公司威普羅則在長假期間，在其場地內組織兒童護理營地。通用電氣印度分公司還為女性職員提供自信訓練。

　　Wise firms focus on the two biggest problems for working women in emerging markets:looking after their ageing parents, which is typically more of a problem than child care, andcommuting. A growing number of companies provide flexi-time so that women can work fromhome. Ernst Young holds family days to show parents what their daughters haveachieved. It also offers medical cover for parents. Many companies provide their female staffwith late-night shuttle busesand female-only taxi companies are springing up in India, theUAE and Brazil.

　　聰明的公司會專注于解決新興市場職業(yè)女性面臨的最大的兩個問題：一是照顧她們年邁的父母，二是上下班往返。越來越多的公司為女性提供有彈性的工作時間，這樣她們就可以在家工作。安永會計師事務所會舉行家庭日，向父母展示他們的女兒在工作上的成就。該事務所也為職工父母提供醫(yī)療保險。許多公司為女性職員提供深夜班車。而在印度、阿聯(lián)酋和巴西的市場中也涌現(xiàn)出了僅供女性乘坐的出租車公司。

　　The daughter also rises

　　天行健，女子以自強不息

　　ZHANG YIN was the eldest of eight childrenof a lowly Red Army officer who was imprisoned during the Cultural Revolution for capitalistoffences. Today she is one of the worlds richest self-made women, with an estimated fortuneof $1.6 billion. In the early 1980s, as a dogsbody in a paper mill, she noted that the wastepaper her superiors so casually discarded was actually worth something. She has beencapitalising on her insight ever since. Nine Dragons Paper, which she founded with her husbandin 1995, is now one of the worlds largest paper recyclers.

　　張茵出生在一個普通的紅軍軍官家庭，是家里八個孩子中最大的。父親曾在文革時期因走資本主義道路被關進監(jiān)獄。而今天擁有16億美元資產的她卻成為了世界上最富有的白手起家的女性之一。在80年代初期，張茵在一家造紙廠做雜工。在此期間她注意到工人們隨便丟棄的廢紙實際上還有利用價值的。從此她的洞察力給她帶來了源源不斷的財富。1995年張茵和丈夫一起創(chuàng)辦的玖龍紙業(yè)，現(xiàn)如今已成為了世界上最大的廢紙回收企業(yè)之一。

　　The emerging world is home to many businesswomen like Ms Zhang. Seven of the 14 womenidentified on Forbes magazines list of self-made billionaires are Chinese. Many firms inemerging markets do a better job of promoting women than their Western rivals, somesurveys suggest. In China, 32% of senior managers are female, compared with 23% in Americaand 19% in Britain. In India, 11% of chief executives of large companies are female, comparedwith 3% of Fortune 500 bosses in America and 3% of FTSE 100 bosses in Britain. Turkey andBrazil come third and joint fourth in the World Economic Forumsranking of countries by the proportion of CEOs who are women. In Brazil, 11% of chiefexecutives and 30% of senior executives are women.

　　許多像張女士這樣的女商人都來自新興世界。在《福布斯》雜志億萬富豪榜中上榜的14位白手起家的女富豪中，就有7位是中國人。一些調查研究顯示，在女職員晉升方面，許多來自新興市場的公司都比來自西方的競爭對手強。在中國，32%的高級管理人員是女性，而在美國、英國這一比例分別只有23%、19%。在印度，大型公司的首席執(zhí)行官中11%為女性，而美國福布斯500強老板中3%為女性，英國富時100老板中也只有3%為女性。世界經濟論壇按女性CEO所占比例給各個國家排名，土耳其和巴西并列三四位。在巴西，女性首席執(zhí)行官和女性高級主管所占比例分別為11%和30%。

　　Young, middle-class women are overtaking their malepeers when it comes to education. In the United ArabEmirates 65% of university graduates are female. InBrazil and China the figures are 60% and 47%respectively. In Russia 57% of college-age womenare enrolled in tertiary education; only 43% of menare. Business schools, those hothouses ofcapitalism, are feminising fast. Some 33% ofstudents at the China Europe International BusinessSchool in Shanghai and 26% at the IndianSchool of Business are female, a figure comparablewith those of Western schools such as the Harvard Business School and INSEAD.

　　在教育方面，新一代的中產階級女性也正在超越她們的男性同輩們。在阿拉伯聯(lián)合酋長國，65%的大學畢業(yè)生是女性。在巴西和中國，該數(shù)據(jù)分別是60%和 47%。在俄羅斯，57%的大學年齡女性正在接受高等教育;而男性僅有43%。資本主義的溫室各個商學院也正在迅速女性化。上海中歐國際工商管理學院33%的學生是女性，印度商學院26%為女性，這樣的數(shù)據(jù)可與一些西方學校并駕齊驅，如哈佛商學院和歐洲工商管理學院。

　　In Winning the War for Talent in Emerging Markets: Why Women are the Solution, Sylvia AnnHewlett and Ripa Rashid point out that businesswomen face steep obstacles in emergingmarkets. How can they stay on the fast track if, as in the UAE, they cannot travel without amale chaperone? And how can they be taken seriously if, as in Russia, the termbusinesswoman is synonymous with prostitute? In every emerging market women bear thelionesss share of family responsibilities. In many places, deals are sealed with booze and malebonding.

　　在《贏取新興市場中的人才：為什么女性是關鍵》一書中，西爾維婭.安.休利特和里帕.拉希德指出，新興市場中的女商人面臨著嚴峻的考驗：在阿聯(lián)酋，沒有男人陪伴女人不能出行，這樣她們怎么在職場平步青云?在俄羅斯，女商人就是妓女的近義詞，這樣她們怎么能讓自己受到重視?在每一個新興世界里，女性承擔著絕大部分的家庭責任。而且在許多地方，生意場上的協(xié)議都是靠酒席和男子間的兄弟情誼達成的。

　　The workload for tiger businesswomen can be crushing. Rapid growth means exhaustingchange. Having customers in different time zones, as global Asian firms often do, makes itworse. More than a quarter of the female high-fliers surveyed by Ms Hewlett and Ms Rashidreport working between eight and 18 hours more each week than they did three years ago. Andhorrible commutes are common. In IBMs ranking of the worlds worst commutes, Beijing andMexico City each scored 99 out of a possible 100 pain points. New Delhi, Moscow and S?o Pauloalso did appallingly. Female commuters often have to put up with leering, groping men,particularly if they work late: 62% of Brazilian women say that they feel unsafe travelling towork.

　　新興市場的女商人們承受著巨大的工作負荷。經濟的快速增長意味著讓人筋疲力盡的變化。擁有在不同時區(qū)內的客戶則讓情況更加糟糕，而在亞洲的跨國公司往往就是這樣。在休利特和拉希德調查的女性野心家中，超過四分之一的人稱她們現(xiàn)在比三年前每周多工作8至18個小時。并且上下班往返通常是件很煩人的事。 IBM進行過一個世界最糟糕上下班交通排名，其中北京和墨西哥城各得99分。新德里，莫斯科和圣保羅也成績斐然。在上下班途中，女性還得常常忍受男人們調戲的目光和動作，尤其是在下班很晚的時候。62%的巴西女性稱在上下班的路途中感覺不安全。

　　Still, young women have no shortage of high-profile role models, from Indra Nooyi, the Indian-born boss of PepsiCo, to Dong Mingzhu, the author of one of the bestselling business books inChina. In Regretless Pursuit, Sister Dong, as her fans call her, recounts her rise fromsaleswoman to boss of Gree Electric, the countrys biggest manufacturer of air-conditioners.

　　然而，年輕女性們不乏備受矚目的榜樣們，不管是英德拉.諾伊印度出生的百事老總，還是董明珠一本中國暢銷商業(yè)圖書的作者。在《行棋無悔》中，董姐回顧了她從一名銷售人員做起，一直做到格力電器老總的經歷。格力電器是中國最大的空調生產商。

　　Living in emerging markets offers many advantagesfor female professionals. Most obviously, there areplenty of cheap hands to cook and take care ofchildren. And corporate culture is changingastoundingly fast, not least because companies arehiring so many young people.

　　生活在新興市場為職業(yè)女性提供了很多便利之處。最明顯的就是有大量廉價勞動力可以幫她們煮飯帶孩子。并且企業(yè)文化也在以驚人的速度變化著，其中原因當屬公司雇傭的許多年輕人。

　　Skills shortages spur a battle for brains. In some countries, companies expect to lose a fifth oftheir highly skilled staff every year. So they will try anything that might help them hang on tothe talent. This includes becoming more female-friendly. Many multinationals have createdmentoring programmes and womens networks. Boehringer Ingelheim, a drug company, andCiti, a bank, have introduced short-term job placements to encourage women to travel.Goldman Sachs pairs expectant mothers with seasoned working mothers. Infosys, anIT firm, provides pregnancy yoga. Wipro, another IT company, arranges child-care camps onits campus during long holidays. GE India provides its female staff with assertiveness training.

　　技術匱乏引發(fā)了一場人才爭奪戰(zhàn)。在一些國家，很多公司每年要流失五分之一的高級技術人員。所以各個公司不惜一切代價要留住人才。這就包括變得對女性職員更加友好。許多跨國公司開發(fā)出指導項目和專屬女性的網絡。醫(yī)藥公司勃林格殷格翰和花旗銀行引進短期工作替代制度，以鼓勵女性職員出去旅游。高盛投資公司將懷孕職員和已做母親的老職員搭檔起來。IT公司印孚瑟斯為女職員提供孕期瑜伽。而另一家IT公司威普羅則在長假期間，在其場地內組織兒童護理營地。通用電氣印度分公司還為女性職員提供自信訓練。

　　Wise firms focus on the two biggest problems for working women in emerging markets:looking after their ageing parents, which is typically more of a problem than child care, andcommuting. A growing number of companies provide flexi-time so that women can work fromhome. Ernst Young holds family days to show parents what their daughters haveachieved. It also offers medical cover for parents. Many companies provide their female staffwith late-night shuttle busesand female-only taxi companies are springing up in India, theUAE and Brazil.

　　聰明的公司會專注于解決新興市場職業(yè)女性面臨的最大的兩個問題：一是照顧她們年邁的父母，二是上下班往返。越來越多的公司為女性提供有彈性的工作時間，這樣她們就可以在家工作。安永會計師事務所會舉行家庭日，向父母展示他們的女兒在工作上的成就。該事務所也為職工父母提供醫(yī)療保險。許多公司為女性職員提供深夜班車。而在印度、阿聯(lián)酋和巴西的市場中也涌現(xiàn)出了僅供女性乘坐的出租車公司。