New Concept English in Workplace: Gender discrimination in the world workplace is far from over.

What hinders the development of women in the workplace? If you ask Kevin Roberts, the outgoing Great Wall of Prosperity. Chairman Saatchi, the problem lies in women themselves. "Their ambition is not vertical ambition, but this inner and circular happiness ambition," he said in an interview with Business Insider last week. A few days later, after being suspended by his parent company Publicis, he admitted that he had "failed very quickly" and announced that he would resign.

What factors hinder the development of women in the workplace? If you ask Saatchi &; The outgoing chairman Kevin? Kevin Roberts, he will answer that the question lies in the woman herself. "Their ambition is not a vertical ambition, but a circular pursuit of happiness in their hearts," he said in a recent interview with Business Insider. A few days later, he was suspended by his parent company Publicis. He admitted that he had "failed too quickly" and announced that he would resign.

It seems attractive to portray Mr Roberts as a victim of feminist political persecution. There is no doubt that he is a martyr who dares to tell the truth: for many women, it is the desire for work-life balance, not discrimination, that hinders them from reaching the top of the industry.

On the surface, it is easy for people to regard Roberts as a victim of feminist political persecution. Isn't he a martyr who dares to tell the truth? For many women, isn't it their desire for work/life balance (rather than gender discrimination) that prevents them from climbing the peak of their careers?

But his comments go far beyond that. He denied that gender inequality was a problem-"The damn debate is over"-and accused Cindy Gallup, a British advertising consultant, of lying about sexual harassment in the industry. "I think she has problems of her own making," he claimed. "I think she made up a lot of things to build an image and got applause."

But his remarks go far beyond this category. He fundamentally denied that gender inequality was a problem-"This damn debate is over"-and accused Cindy, a British advertising consultant? Cindy Gallup lied about sexual harassment in the industry. "I think all her problems are her own," he claimed. "I think she made up a lot of content to establish an image and got applause."

In this case, it is not surprising that Publicis opposes him: an advertising company should know that it is a bad advertisement when it sees a bad advertisement. London Mayor Sadiq Khan has banned posters of "humiliating the body" on the capital's transportation system; Unilever has promised to spend its annual marketing budget of 6.3 billion pounds on advertisements that break female stereotypes. Sex may still sell well, but sexism is out of date.

In this environment, it is also expected that Publicis will defect to Roberts: advertising companies should be clear about advertisements that are not conducive to their own business. London Mayor Sadik? Sadiq Khan prohibits the posting of "physical discrimination" posters in the capital transportation system; Unilever spent 6.3 billion pounds on advertising to break the stereotype of women. Sex may still have a market, but sexism is out of date.

However, for outsiders, honest dialogue is always more useful than subconscious condemnation. Mr. Roberts' comments remind people that there are three obstacles on the road to gender equality in the workplace: outdated attitudes; A useless structure; And the lack of data-this is the result of casually ignoring women's experiences.

However, to outsiders, frank dialogue is always more real than reflective condemnation. Roberts' remarks remind people that there are three obstacles on the road to gender equality in the workplace: outdated attitudes, useless structures and lack of data-this is the result of casually ignoring women's experiences.

First of all, it's time to completely change our view of the perfect employee. There is little evidence to support the assumption that the male chauvinist workaholic is the most valuable person in the company. Secondly, we must break the artificial boundary between women's choice to withdraw from fierce competition and "real" discrimination. Our decision is determined by the unequal structure of the working environment.

First of all, it's time to thoroughly reflect on our idea of the perfect employee. There is little evidence to support the hypothesis that male workaholics are value employees of the company. Secondly, it is necessary to break the artificial division between women's choice to withdraw from workplace competition and "real" discrimination. Our decision is the result of the unequal structure in the working environment.

Once a woman stops working because of childbirth and breastfeeding, a pattern is formed, and she is regarded as the "main" parent. Many people hope that the introduction of shared parental leave will change this situation; But so far, the enrollment rate in Britain is very low. (Unlike the Scandinavian model, there is no share that can only be obtained by the father. )

Once a woman takes time off for childbirth and breastfeeding, there will be a pattern-people will think that her "first duty" is her mother. Many people had hoped that the introduction of maternity leave policy would change this, but so far the acceptance in Britain is still very low. Unlike the Nordic model, there is no maternity leave in Britain that only fathers are allowed to apply for.

The "birth gap" is the most fundamental structural problem that hinders gender equality in the workplace. Among British full-time workers aged 22-29, women earn more than men. At an age when women can work flexibly and long hours like their male peers, they will not fall behind. When the children arrive, the wage gap begins to widen, and then it will never narrow again.

The birth gap is the most fundamental structural problem that hinders gender equality in the workplace. Among British full-time employees aged 22 to 29, women earn more than men. At an age when women can work flexibly and work as long as men, they are not behind. The income gap between men and women widens at the birth of a child, and it can never be narrowed after that.

Few companies "raise" the statutory paternity leave pay, so it is understandable that men are unwilling to accept the decline in status and income brought by staying at home. There is a good reason for a woman to return to work after giving birth: her own income and the independence it brings. Where are the corresponding incentives for men to take on more unpaid care work and leave the workplace? Encouraging men to share parental leave, take part-time jobs or even leave at 6 pm to read bedtime stories will help.

Few companies "supplement" the statutory income of men who take paternity leave, so men are naturally unwilling to accept the decline in status and income brought by being a nanny at home. For women, they have a good reason to return to work after giving birth: their income and the independence they bring. Are there any corresponding incentives for men to leave the workplace and take on more unpaid care tasks? It is helpful to encourage men to apply for maternity leave, take part-time jobs, and even go home from work at 6 o'clock to tell their children bedtime stories.

Finally, when women talk about experiences that hinder them, we must listen. Open discrimination against the school of "Blonde Silly Girl Who Can't Fly a Plane" is discrimination, but sexual harassment at work is very common. This is not made up by women to "build up their personal image". Looking around the boardroom and corner office, you will find that a large group of women have not been pushed to the top of power in the wave of accusations against colleagues. Like other whistleblowers, women who accuse their bosses of sexual harassment are often marginalized or forced to leave, while defendants are protected. When American TV host Gretchen Carlson filed a sexual harassment lawsuit against Roger Ailes, the owner of Fox News Channel, she was initially portrayed as a washed-up gold digger. Then the dam burst: 20 other women came forward and made similar accusations. Ayers denied the allegations and quickly left the company with a severance payment of $40 million.

Finally, be sure to listen to women talk about their experiences of being blocked. Public discrimination such as "stupid blonde can't fly a plane" is decreasing, but sexual harassment in the workplace is widespread. This is not made up by women to "establish an image". As long as you look at the board of directors and the office, you will find that not many women get into the top because they accuse their colleagues. Like other whistleblowers, female employees who accuse their bosses of sexual harassment are often pushed out or forcibly taken away, while the accused party is protected. When American TV host Gretchen? Gretchen Carlson launched a campaign against Roger, the owner of Fox News Channel. When Roger Ayers filed a sexual harassment lawsuit, she was initially described as a gold digger. Then the truth was like water bursting its banks: 20 other women came forward and made similar accusations. Ayers denied the allegations and quickly left the company with $40 million in compensation.

All these are not reasons for despair, especially because smart people in business and academia are paying attention to this issue. Sometimes the suggested solution is very small: Anne-Marie Slaughter's Unfinished Business warns people to be wary of halo dad syndrome. In this case, fathers are praised for their simple childcare tasks, which reinforces the assumption that men are useless in caring for others.

These are no reasons for despair, especially because smart people in business and academia are paying attention to this issue. Sometimes the solution is trivial: annemarie? Anne-Marie Slaughter warned about the halo daddy syndrome in her book Unfinished Business. In this syndrome, fathers are praised for their simple work of taking care of their children, which reinforces the assumption that men cannot take care of others.

Professor Iris Bohnet of Harvard University's book provides practical suggestions to reduce the bias in recruitment. For example, he points out that blind testing has increased the number of female musicians in the orchestra.

Harvard university professor Alice? Bonet's "what works" provides practical suggestions for reducing bias in recruitment. For example, blind selection can increase the number of female musicians in an orchestra.

Gender inequality at work is a great challenge, but it is not insoluble. As more and more researchers come up with conclusive data, more and more women feel that they can tell their experiences, and this debate is far from "over". In fact, it is becoming more and more interesting.

Gender inequality in the workplace is a great challenge, but it is not unsolvable. As more and more researchers get exact data, more and more women think they can tell their experiences, and this debate is far from over. Actually, it's kind of interesting.