eFinancialCareers報告指出性別不平等現象在大中華區的金融業仍普遍存在

　　北京，2011年12月13日 - 根據專門為從事投資銀行、資產管理及證券業務的專業人士而設的全球招聘網絡eFinancialCareers 2011年職場性別差異調查報告顯示，性別不平等在大中華區的金融行業仍然是一個普遍的問題。超過一半（53％）在大中華區接受采訪的金融業專業人士認為在金融行業中存在性別不平等現象。

　　eFinancialCareers職場性別差異調查于 2011年11月進行，受訪者為專業金融人士，共計1，355位，分別來自新加坡、香港和中國（大中華區）及澳洲。

　　薪資、招聘和晉升的性別不平等

　　eFinancialCareers調查顯示，薪資上的性別差距在高層職位更為明顯。當被問及男女在高層管理職位的報酬是否平等時，超過一半的受訪者（51％）予以否認。而當被問及初級職位同樣的問題時，這一比例便下降到五分之一（21％）。

　　除薪金以外，調查結果顯示在其他領域也存在著明顯的性別不平等：

　　調查顯示接近四成（39%）的受訪者相信他們在職場曾經或正在受到性別歧視，或察覺其他人受到性別歧視。

　　超過四成（42％）的受訪者認為身為男性可以更容易在金融行業取得成功。

　　三分之一的受訪者（34％）表示他們在招聘過程中已感覺到性別偏見。

　　"性別歧視是一個普遍而復雜的問題，并不僅僅局限于某個行業或某個地理區域。"eFinancialCareers亞太地區總裁麥仁杰（George McFerran）說，"金融機構應通過兩性平等的方案來解決這個問題，但超過四成（42%）的受訪人士表示他們的公司沒有明確的兩性平等方案。雖然這個問題在大中華區金融業多個層面甚為明顯，金融業的專業人士對兩性平等的前景依然樂觀。接近六成（59％）的受訪者認為，高層管理職位的女性人數將在未來 5年內增加。另外，超過四成的受訪者預測在未來幾年內收入方面的性別差距將縮小。"

　　男性和女性之間的終極差異接近六成（57％）的受訪者認為男性比較主動爭取晉升機會，這可能是高層管理職位男性較多的原因之一。

　　受訪者認為最有利于提高女性在金融服務的參與率的兩項政策分別是托兒服務和彈性工作模式。然而，提供托兒補貼或報銷和現場托兒服務的比例偏低，分別為 4％和2％。少于30％的公司提供彈性工作模式或讓員工在家工作。

　　英文對照：

　　Gender inequality in Greater China finance sector still rife， eFinancialCareers report

　　China， 13 December 2011 - According to a new survey from eFinancialCareers， the leading global career site network for professionals working in the investment banking， asset management and securities industries， gender inequality still prevails in Greater China's financial sector.  Over half （53%） of surveyed finance professionals in Greater China agree there is a gender income gap in the financial services industry.

　　The eFinancialCareers Gender Diversity Survey 2011， was conducted in November 2011， among 1，355 finance professionals from Singapore， Hong Kong and China （Greater China）， and Australia.

　　Gender inequality in salaries， recruitment and promotion

　　According to the survey， the male-female income disparity appears more prevalent in higher-powered positions.When asked whether remuneration was equal for men and women in top managerial position， more than half（51%） of survey respondents didn't agree.  However， this drops to one in five （21%） when asked the same question about entry level positions.

　　Besides income， the survey highlights further inequalities in other areas：

　　Almost four in 10 surveyed finance professionals believe they have been discriminated against in the workplace or have been aware of others being discriminated against；Over four in ten respondents （42%） believe being male makes it easier to succeed in the finance industry；Over a third of respondents （34%） cited that they sensed a gender bias in the recruitment process.

　　"Gender discrimination is a universal and complex issue which is not confined to just one industry or one geographical location，"said George McFerran， Head of Asia Pacific for eFinancialCareers."Financial institutions should promote gender diversity programmes to tackle this issue. Over four in 10 surveyed finance professionals confirm their firm does not have an explicit gender diversity program.". "Although the issue is apparent at many levels of the finance industry in Greater China， finance professionals are positive about the prospects of gender diversity in the future. Nearly six in 10 respondents （59%） believe the number of women in top management positions will increase in the next 5 years， and over 40% predict that the gender gap in income will narrow，" he continues.

　　Ultimate differences between men and women

　　Nearly six in 10 of those surveyed （57%） believe that men are more likely to put themselves forward for promotional opportunities， which could be a reason why there are more men in top management positions.

　　The top two policies cited as beneficial in increasing the participation rates of women in financial services are implementation of childcare strategies and flexible work options. Yet the availability of childcare subsidy or reimbursement and onsite childcare remains low at 4% and 2% respectively. Less than 30% of companies offer flexible scheduling or let their staff work from home.