网络安全检测|网络安全服务|网络安全扫描-香港墨客投资移动版

　　The wrong response to this would be more mandatory prescriptions, such as quotas. The workplace is too complicated for that. At the very most they should be voluntary and temporary tools to accelerate progress, not permanent fixtures. Other proven policies are a better bet. Fathers should be encouraged to take parental leave, so that child-bearing does not harm a mother’s chance of making it to the top. Variable working hours should become the norm. High-quality child care, and more accommodating school calendars, would help. 对此，如果再推行更多的硬性规定，如增加配额，会是一种错误的应对方式。职场太复杂，不宜如此简单地处理。这类措施最多可被用作能加速进程的自愿执行和临时性工具，而非永久性的解决办法。其他业经证明的政策是更稳妥的选择。应鼓励男性休育儿假，这样女性在职场登顶的机会就不会因育儿而受损。弹性工作制应成为常态。高质量的托儿服务及更灵活的学校日程安排也会有所帮助。

　　Time may yet prove that boardroom quotas are good for the business as a whole. So far, they have been a sideshow. The more important task is to make it easier for more women lower down the company to keep good jobs and fight their way to the top on their own merits. 也许时间会证明董事会配额制在整体上对商界有益。但到目前为止，它们只是一出插曲。更重要的任务是要帮助更多中低层女性保住好工作，以及创造条件让她们更容易凭自身才干力争上游。