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The daughter also rises
天行健，女子以自强不息
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.
张茵出生在一个普通的红军军官家庭，是家里八个孩子中最大的。父亲曾在文革时期因走资本主义道路被关进监狱。而今天拥有16亿美元资产的她却成为了世界上最富有的白手起家的女性之一。在80年代初期，张茵在一家造纸厂做杂工。在此期间她注意到工人们随便丢弃的废纸实际上还有利用价值的。从此她的洞察力给她带来了源源不断的财富。1995年张茵和丈夫一起创办的玖龙纸业，现如今已成为了世界上最大的废纸回收企业之一。
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.
许多像张女士这样的女商人都来自新兴世界。在《福布斯》杂志亿万富豪榜中上榜的14位白手起家的女富豪中，就有7位是中国人。一些调查研究显示，在女职员晋升方面，许多来自新兴市场的公司都比来自西方的竞争对手强。在中国，32%的高级管理人员是女性，而在美国、英国这一比例分别只有23%、19%。在印度，大型公司的首席执行官中11%为女性，而美国福布斯500强老板中3%为女性，英国富时100老板中也只有3%为女性。世界经济论坛按女性CEO所占比例给各个国家排名，土耳其和巴西并列三四位。在巴西，女性首席执行官和女性高级主管所占比例分别为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，新一代的中产阶级女性也正在超越她们的男性同辈们。在阿拉伯联合酋长国，65%的大学毕业生是女性。在巴西和中国，该数据分别是60%和 47%。在俄罗斯，57%的大学年龄女性正在接受高等教育;而男性仅有43%。资本主义的温室各个商学院也正在迅速女性化。上海中欧国际工商管理学院33%的学生是女性，印度商学院26%为女性，这样的数据可与一些西方学校并驾齐驱，如哈佛商学院和欧洲工商管理学院。
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《赢取新兴市场中的人才：为什么女性是关键》一书中，西尔维娅.安.休利特和里帕.拉希德指出，新兴市场中的女商人面临着严峻的考验：在阿联酋，没有男人陪伴女人不能出行，这样她们怎么在职场平步青云?在俄罗斯，女商人就是妓女的近义词，这样她们怎么能让自己受到重视?在每一个新兴世界里，女性承担着绝大部分的家庭责任。而且在许多地方，生意场上的协议都是靠酒席和男子间的兄弟情谊达成的。
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.
新兴市场的女商人们承受着巨大的工作负荷。经济的快速增长意味着让人筋疲力尽的变化。拥有在不同时区内的客户则让情况更加糟糕，而在亚洲的跨国公司往往就是这样。在休利特和拉希德调查的女性野心家中，超过四分之一的人称她们现在比三年前每周多工作8至18个小时。并且上下班往返通常是件很烦人的事。 IBM进行过一个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，莫斯科和圣保罗也成绩斐然。在上下班途中，女性还得常常忍受男人们调戏的目光和动作，尤其是在下班很晚的时候。62%的巴西女性称在上下班的路途中感觉不安全。
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，年轻女性们不乏备受瞩目的榜样们，不管是英德拉.诺伊印度出生的百事老总，还是董明珠一本中国畅销商业图书的作者。在《行棋无悔》中，董姐回顾了她从一名销售人员做起，一直做到格力电器老总的经历。格力电器是中国最大的空调生产商。
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.
生活在新兴市场为职业女性提供了很多便利之处。最明显的就是有大量廉价劳动力可以帮她们煮饭带孩子。并且企业文化也在以惊人的速度变化着，其中原因当属公司雇佣的许多年轻人。
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.
技术匮乏引发了一场人才争夺战。在一些国家，很多公司每年要流失五分之一的高级技术人员。所以各个公司不惜一切代价要留住人才。这就包括变得对女性职员更加友好。许多跨国公司开发出指导项目和专属女性的网络。医药公司勃林格殷格翰和花旗银行引进短期工作替代制度，以鼓励女性职员出去旅游。高盛投资公司将怀孕职员和已做母亲的老职员搭档起来。IT公司印孚瑟斯为女职员提供孕期瑜伽。而另一家IT公司威普罗则在长假期间，在其场地内组织儿童护理营地。通用电气印度分公司还为女性职员提供自信训练。
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.
聪明的公司会专注于解决新兴市场职业女性面临的最大的两个问题：一是照顾她们年迈的父母，二是上下班往返。越来越多的公司为女性提供有弹性的工作时间，这样她们就可以在家工作。安永会计师事务所会举行家庭日，向父母展示他们的女儿在工作上的成就。该事务所也为职工父母提供医疗保险。许多公司为女性职员提供深夜班车。而在印度、阿联酋和巴西的市场中也涌现出了仅供女性乘坐的出租车公司。
The daughter also rises
天行健，女子以自强不息
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.
张茵出生在一个普通的红军军官家庭，是家里八个孩子中最大的。父亲曾在文革时期因走资本主义道路被关进监狱。而今天拥有16亿美元资产的她却成为了世界上最富有的白手起家的女性之一。在80年代初期，张茵在一家造纸厂做杂工。在此期间她注意到工人们随便丢弃的废纸实际上还有利用价值的。从此她的洞察力给她带来了源源不断的财富。1995年张茵和丈夫一起创办的玖龙纸业，现如今已成为了世界上最大的废纸回收企业之一。
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.
许多像张女士这样的女商人都来自新兴世界。在《福布斯》杂志亿万富豪榜中上榜的14位白手起家的女富豪中，就有7位是中国人。一些调查研究显示，在女职员晋升方面，许多来自新兴市场的公司都比来自西方的竞争对手强。在中国，32%的高级管理人员是女性，而在美国、英国这一比例分别只有23%、19%。在印度，大型公司的首席执行官中11%为女性，而美国福布斯500强老板中3%为女性，英国富时100老板中也只有3%为女性。世界经济论坛按女性CEO所占比例给各个国家排名，土耳其和巴西并列三四位。在巴西，女性首席执行官和女性高级主管所占比例分别为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，新一代的中产阶级女性也正在超越她们的男性同辈们。在阿拉伯联合酋长国，65%的大学毕业生是女性。在巴西和中国，该数据分别是60%和 47%。在俄罗斯，57%的大学年龄女性正在接受高等教育;而男性仅有43%。资本主义的温室各个商学院也正在迅速女性化。上海中欧国际工商管理学院33%的学生是女性，印度商学院26%为女性，这样的数据可与一些西方学校并驾齐驱，如哈佛商学院和欧洲工商管理学院。
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《赢取新兴市场中的人才：为什么女性是关键》一书中，西尔维娅.安.休利特和里帕.拉希德指出，新兴市场中的女商人面临着严峻的考验：在阿联酋，没有男人陪伴女人不能出行，这样她们怎么在职场平步青云?在俄罗斯，女商人就是妓女的近义词，这样她们怎么能让自己受到重视?在每一个新兴世界里，女性承担着绝大部分的家庭责任。而且在许多地方，生意场上的协议都是靠酒席和男子间的兄弟情谊达成的。
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.
新兴市场的女商人们承受着巨大的工作负荷。经济的快速增长意味着让人筋疲力尽的变化。拥有在不同时区内的客户则让情况更加糟糕，而在亚洲的跨国公司往往就是这样。在休利特和拉希德调查的女性野心家中，超过四分之一的人称她们现在比三年前每周多工作8至18个小时。并且上下班往返通常是件很烦人的事。 IBM进行过一个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，莫斯科和圣保罗也成绩斐然。在上下班途中，女性还得常常忍受男人们调戏的目光和动作，尤其是在下班很晚的时候。62%的巴西女性称在上下班的路途中感觉不安全。
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，年轻女性们不乏备受瞩目的榜样们，不管是英德拉.诺伊印度出生的百事老总，还是董明珠一本中国畅销商业图书的作者。在《行棋无悔》中，董姐回顾了她从一名销售人员做起，一直做到格力电器老总的经历。格力电器是中国最大的空调生产商。
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.
生活在新兴市场为职业女性提供了很多便利之处。最明显的就是有大量廉价劳动力可以帮她们煮饭带孩子。并且企业文化也在以惊人的速度变化着，其中原因当属公司雇佣的许多年轻人。
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.
技术匮乏引发了一场人才争夺战。在一些国家，很多公司每年要流失五分之一的高级技术人员。所以各个公司不惜一切代价要留住人才。这就包括变得对女性职员更加友好。许多跨国公司开发出指导项目和专属女性的网络。医药公司勃林格殷格翰和花旗银行引进短期工作替代制度，以鼓励女性职员出去旅游。高盛投资公司将怀孕职员和已做母亲的老职员搭档起来。IT公司印孚瑟斯为女职员提供孕期瑜伽。而另一家IT公司威普罗则在长假期间，在其场地内组织儿童护理营地。通用电气印度分公司还为女性职员提供自信训练。
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.
聪明的公司会专注于解决新兴市场职业女性面临的最大的两个问题：一是照顾她们年迈的父母，二是上下班往返。越来越多的公司为女性提供有弹性的工作时间，这样她们就可以在家工作。安永会计师事务所会举行家庭日，向父母展示他们的女儿在工作上的成就。该事务所也为职工父母提供医疗保险。许多公司为女性职员提供深夜班车。而在印度、阿联酋和巴西的市场中也涌现出了仅供女性乘坐的出租车公司。
