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小王同学的外刊精读笔记：在英国，社会背景对晋升造成障碍
标题：UK social background remains a barrier to reaching top jobs
在英国，社会背景对晋升造成障碍
类型：社会类
Britain's boardrooms need to be"levelled up"to remove bias against workers from lower socioeconomic backgrounds, according to the head of the Chartered Management Institute.
根据特许管理协会院长的发言，英国职场需要通过“升职”以移除对于来自底层社会经济背景的工作者的歧视。
About a third of 1,000 managers across the UK surveyed by the industry body said that socio-economic background was still a barrier to progression to an executive position.
全英大约1000名管理者中的1/3接受了来自这一机构的调查。调查结果显示，社会经济背景仍然是晋升为管理岗位的一大阻碍。
A similar number said that class was also a barrier to achieving a role at middle management level within their organisations. Those from a higher socioeconomic background take up more than half of management roles, according to the research, with this bias more pronounced among companies based in London and the south-east of England.
相似的数据也显示阶级仍然是在组织中获得中层岗位的一大障碍。研究表明，那些有着更高社会地位的人占据超过半数的管理岗位。这种偏见在伦敦和英格兰东南部的公司更为明显。
Ann Francke said that socioeconomic background was rarely considered by managers when considering diversity in senior jobs, unlike gender or ethnicity.
安·弗兰克说，当考虑高端职位的多样性时，社会经济背景不像性别和种族，很少被管理者考虑在内。
“Socio economic background is definitely a factor in your ability to advance and it also definitely makes it more difficult to get hired in the first place,"said Francke."It's really quite staggering that so few employers even have this on their radar”社会经济背景无疑是今晋升能力的一项重要因素。它也会使你从一开始就很难被录用。”弗兰克说道。“令人震惊的是很少有雇主注意到这点。”
The CMI has called on ministers to bring in mandatory reporting of employees' socioeconomic background, similar to the data that companies now have to report on gender diversity.
英国特许管理委员会呼吁大臣们采取关于雇员社会经济背景的强制性报告。这一报告类似于目前公司关于性别多样性的报告。
Francke said:"There is so much talk about levelling up when it comes to place. But really, what we need is levelling up when it comes to people.”
弗兰克说，“关于晋升的许多讨论都是关于地方。但是事实上，我们真正需要的晋升的重点是在人身上。”
Only 14 per cent of organisations are looking at school leavers as part of their recruitment efforts, according to the CMI, with graduate schemes dominating recruitment programmes.
根据特许管理协会，在应届生计划主导招聘项目的背景下，只有百分之十四的组织将学校毕业生作为他们招聘工作的一部分。
The CMI's research showed that existing government schemes that helped companies bring on school leavers are not widely known about or exploited.
特许管理协会的调查现实，现在实行的扶持企业招聘学校毕业生的政府计划并没有被广泛地知情和利用。
Just 3 per cent of respondents said their group used the Restart programme, which provides additional support for people who have been out of work for at least nine months, and only 14 per cent used Kickstart, a six-month paid job funded by the government. Less than a fifth used other government traineeship schemes.
仅有百分之三的受访者表示他们的公司参与了重启项目。这一项目为那些已经失业九个月以上的人提供额外的帮助。仅有百分之十四的人使用kickstart，一项政府自主的6个月有偿工作的计划。少于1/5的人参与过其他政府的就业培训计划。
The CMI is pushing for the adoption of fairer and more transparent recruitment processes and for companies to bring in action plans to achieve these.
英国特许管理协会正在促进一项使招聘过程更加公平透明的措施，，并督促公司制定计划以付诸实施。
'In the UK today your background should be irrelevant when it comes to your choice of career and how your career progresses. Unfortunately, our research shows that's not the case,” said Francke.
“在今天的英国，你的社会背景不应该与你的择业和职业晋升有关。不幸的是，我们的研究表明并非如此。”弗兰克说到。
'There appears to be a widespread acceptance that where you come from will determine the direction of your career path, and an unfortunate reality that employers aren't doing enough to disprove this.”
“人们普遍认为，你的出身将会决定你职业道路的方向，并且不幸的是，雇主们无法充分否认这一点。”
CMI surveyed more than 1,000 UKbased managers in December as part of its 75th anniversary project.
特许管理协会在12月份调查了超过1000名英国本土的管理者，作为他们75周年的项目。
基础词和短语：
1.boardroom n.会议室；董事会会议室
2.mandatory adj.强制的
3.staggering adj.令人震惊的
