Why we have too few women leaders

為什么女性領導那么少

演說者：Sheryl Sandberg

So for any of us in this room today, let's start out by admitting we're lucky. We don't live in the world our mothers lived in, our grandmothers lived in, where career choices for women were so limited. And if you're in this room today, most of us grew up in a world where we had basic civil rights, and amazingly, we still live in a world where some women don't have them.

今天在座的各位紧憾，我們先承認我們是幸運的长搀。我們沒有生活在我們母親和我們祖母生活過的那個世界眯娱，在那時女性的職業(yè)選擇是非常有限的缺狠。今天在座的各位荆隘， 大多數(shù)人成長于一個女性有基本公民權的世界。令人驚訝地是横殴，我們還生活在一個有些女性還沒有這些權利的世界尚粘。

But all that aside, we still have a problem, and it's a real problem. And the problem is this: Women are not making it to the top of any profession anywhere in the world. The numbers tell the story quite clearly. 190 heads of state -- nine are women. Of all the people in parliament in the world, 13 percent are women. In the corporate sector, women at the top, C-level jobs, board seats -- tops out at 15, 16 percent.

但除上所述，我們還有一個問題蝇庭，它是一個實際問題醉鳖。這問題是：在世界各地，女性沒達到任何職業(yè)的高管職位哮内。這些數(shù)據(jù)很清楚地告訴我們這實情盗棵。190個國家元首里，九位是女性領導。在世界上議會的總?cè)藬?shù)中纹因， 13%是女性議員喷屋。在公司部門，女性占據(jù)高位瞭恰，C級職位屯曹，董事會席位高管職位比例占15%，16%惊畏。

The numbers have not moved since 2002 and are going in the wrong direction. And even in the non-profit world, a world we sometimes think of as being led by more women, women at the top: 20 percent.

自從2002年起這數(shù)據(jù)沒變化過有下降趨勢恶耽。即使在非營利的行業(yè)，我們有時認為這一行業(yè) 是被更多女性所領導的陕截，女性領導人占20%驳棱。

We also have another problem, which is that women face harder choices between professional success and personal fulfillment. A recent study in the U.S. showed that, of married senior managers, two-thirds of the married men had children and only one-third of the married women had children.

我們還面臨著另一個問題批什，就是女性在職業(yè)成功和個人價值實現(xiàn)中所面臨的艱難選擇农曲。美國最近一個研究表明，已婚高管人員驻债，三分之二的已婚男性高管人員有孩子乳规，只有三分之一的已婚女性高管人員有孩子。

A couple of years ago, I was in New York, and I was pitching a deal, and I was in one of those fancy New York private equity offices you can picture. And I'm in the meeting -- it's about a three-hour meeting -- and two hours in, there kind of needs to be that bio break, and everyone stands up, and the partner running the meeting starts looking really embarrassed. And I realized he doesn't know where the women's room is in his office. So I start looking around for moving boxes, figuring they just moved in, but I don't see any.

幾年前合呐，我在紐約暮的，出席一個協(xié)議，在那種別致的紐約私募投資辦事處中的一個淌实，你能想象到的冻辩。 我在這個大約有3小時的會議上，過了2小時拆祈，有個間歇休息恨闪，所有人都站起來，這會議組織者開始顯得的確很尷尬放坏。我意識到他不知道在他辦公室哪里是女洗手間咙咽。 所以我開始尋找移動廁所，盤算他們剛搬進來淤年，但我沒有看到任何移動廁所钧敞。

And so I said, "Did you just move into this office?" And he said, "No, we've been here about a year." And I said, "Are you telling me that I am the only woman to have pitched a deal in this office in a year?" And he looked at me, and he said, "Yeah. Or maybe you're the only one who had to go to the bathroom."

然后我說，“你是剛搬到這辦公室嗎麸粮？” 他說溉苛，“不是，我們在這兒已經(jīng)有一年了弄诲〈独ィ” 我說，“你能否告訴我，這一年來凤巨， 我是唯一一個來這間辦公室的女性嗎视乐？” 他看著我，說到敢茁， “是的佑淀。或者說你可能是唯一一個要上女性洗手間彰檬∩烊校”

So the question is, how are we going to fix this? How do we change these numbers at the top? How do we make this different? I want to start out by saying, I talk about this -- about keeping women in the workforce -- because I really think that's the answer. In the high-income part of our workforce, in the people who end up at the top -- Fortune 500 CEO jobs, or the equivalent in other industries -- the problem, I am convinced, is that women are dropping out.

所以問題是，我們該怎樣解決這樣的尷尬逢倍？我們怎樣改變這些高管職位的比例捧颅？我們怎樣使這個變得不同？我首先想說较雕，我談這個女性就職碉哑，因為我的確認為我們得找到答案。在我們勞動力的高收入的部分亮蒋，在高管的人員中財富500強首席執(zhí)行長官中扣典，或在其它類似的高管行業(yè)中，我確信慎玖，問題 是女性被排除在外贮尖。

Now people talk about this a lot, and they talk about things like flextime and mentoring and programs companies should have to train women. I want to talk about none of that today, even though that's all really important. Today I want to focus on what we can do as individuals. What are the messages we need to tell ourselves? What are the messages we tell the women who work with and for us? What are the messages we tell our daughters?

當下人們對此談了很多，他們談到像彈性時間和指導和公司應該培訓婦女的計劃的事趁怔。今天我不想談這些 盡管所有這些事都非常重要湿硝。今天我想關注作為個人我們所能做到的事。我們要告訴給自己的事是什么润努？我們告訴給女同事和打工的女性的事是什么关斜？ 我們要告訴給我們女兒的事是什么？

Now, at the outset, I want to be very clear that this speech comes with no judgments. I don't have the right answer. I don't even have it for myself. I left San Francisco, where I live, on Monday, and I was getting on the plane for this conference.

現(xiàn)在首先任连，我想澄清這個演講不帶有任何評判蚤吹。我也沒有正確的答案；甚至就我而言随抠，我也沒有完全的答案裁着。在周一，我離開我生活的加利福尼亞拱她， 我坐上飛機趕赴這會議二驰。

And my daughter, who's three, when I dropped her off at preschool, did that whole hugging-the-leg, crying, "Mommy, don't get on the plane" thing. This is hard. I feel guilty sometimes. I know no women, whether they're at home or whether they're in the workforce, who don't feel that sometimes. So I'm not saying that staying in the workforce is the right thing for everyone.

當我送我三歲的女兒到幼兒園時，她緊緊抱進我的腿秉沼，哭喊著桶雀，“媽咪矿酵，不要上飛機”之類的話。 這很難受矗积，有時我感到內(nèi)疚全肮。我知道 無論是家庭主婦，還是職業(yè)女性棘捣，有時她們都會感同身受辜腺。所以我不會說對所有人來說，呆在職場是件正確的事乍恐。

My talk today is about what the messages are if you do want to stay in the workforce, and I think there are three. One, sit at the table. Two, make your partner a real partner. And three, don't leave before you leave.

今天我的演講是要講如果你真正想呆在職場评疗。我想有3條建議。 一茵烈，坐在桌旁百匆。二，讓你的伴侶成為一個真正的合作伙伴呜投。三加匈，在你離開前別放棄。

Number one: sit at the table. Just a couple weeks ago at Facebook, we hosted a very senior government official, and he came in to meet with senior execs from around Silicon Valley. And everyone kind of sat at the table. And then he had these two women who were traveling with him who were pretty senior in his department, and I kind of said to them, "Sit at the table. Come on, sit at the table," and they sat on the side of the room.

第一宙彪，坐在桌旁矩动。僅僅幾周前在臉譜有巧，我們主持一個非常高級行政官員會議释漆，他（馬克·扎克伯格）與來自硅谷周圍的高級行政官員一一見面。每個人都坐在桌邊篮迎。 然后攜同他的2個女性在他部門中她們也占非常高的職位男图。 我對她們說，“坐在桌邊甜橱。來吧逊笆，坐在桌邊∑癜粒” 她們坐在了屋子的一邊难裆。

When I was in college my senior year, I took a course called European Intellectual History. Don't you love that kind of thing from college? I wish I could do that now. And I took it with my roommate, Carrie, who was then a brilliant literary student -- and went on to be a brilliant literary scholar -- and my brother -- smart guy, but a water-polo-playing pre-med, who was a sophomore.

我在大四時，我選修一節(jié)歐洲思想史的課程镊掖。你們喜愛大學的這類課程嘛乃戈。我希望我現(xiàn)在能做到。我和我室友卡麗一起學習亩进，她那時是一個才華橫溢的文學學生症虑，成為了一個杰出的文學家，我的弟弟 一個聰明的小伙子归薛，但他愛打水球谍憔，他上醫(yī)學預科 大二匪蝙。

The three of us take this class together. And then Carrie reads all the books in the original Greek and Latin, goes to all the lectures. I read all the books in English and go to most of the lectures. My brother is kind of busy. He reads one book of 12 and goes to a couple of lectures, marches himself up to our room a couple days before the exam to get himself tutored.

我們?nèi)艘黄疬x修這課。然后卡麗讀了所有希臘文和拉丁文的原版書籍--去了所有的課--我讀了所有英語的書习贫，上了大多數(shù)的課逛球。我弟弟有點忙；他讀了12本書中的一本去上了幾節(jié)課苫昌，在考試前幾天他來到我們房間自己輔導了一下需忿。

The three of us go to the exam together, and we sit down. And we sit there for three hours -- and our little blue notebooks -- yes, I'm that old. And we walk out, and we look at each other, and we say, "How did you do?" And Carrie says, "Boy, I feel like I didn't really draw out the main point on the Hegelian dialectic." And I say, "God, I really wish I had really connected John Locke's theory of property with the philosophers who follow." And my brother says, "I got the top grade in the class." "You got the top grade in the class? You don't know anything."

我們?nèi)齻€一起去考試了，我們坐下來蜡歹。我們考了有3個小時屋厘，我們的小藍筆記本，是的月而。 我們走出來汗洒，對視對方，我們說父款，“你考得怎樣溢谤？” 卡麗說放案，“伙計禀苦，我感到我真沒有答對，有關黑格爾辯證法的主要命題乳幸「渭” 我說瞻坝，“上帝啊，我真希望我考試時能想到學習過的洛克的產(chǎn)權理論等哲學家杏瞻∷叮” 我弟弟卻說， “我會是班里考得最好的捞挥「〈矗” “你會是班里考得最好的？ 你啥都不知道砌函≌杜”

The problem with these stories is that they show what the data shows: women systematically underestimate their own abilities. If you test men and women, and you ask them questions on totally objective criteria like GPAs, men get it wrong slightly high, and women get it wrong slightly low. Women do not negotiate for themselves in the workforce.

這種故事的問題出在數(shù)據(jù)所表明的事實：女性被系統(tǒng)化地低估了她們自身的能力。如果你測試男性和女性讹俊，你問他們問題垦沉，按完全客觀的標準平均成績來算， 男性會錯誤的高估一些劣像，女性則會錯誤地低估一些乡话。女性在職場不會為自身利益去談判。

A study in the last two years of people entering the workforce out of college showed that 57 percent of boys entering, or men, I guess, are negotiating their first salary, and only seven percent of women. And most importantly, men attribute their success to themselves, and women attribute it to other external factors.

在過去兩年耳奕， 關于人們從學校進入職場的一個調(diào)查表明57%的男生或男性進入職場绑青，我猜會協(xié)商他們的第一份薪水诬像，只有7%的女性會去協(xié)商。更重要的是闸婴，男性把他們的成功歸功于他們自身坏挠，而女性則歸功于其他外部因素。

If you ask men why they did a good job, they'll say, "I'm awesome. Obviously. Why are you even asking?" If you ask women why they did a good job, what they'll say is someone helped them, they got lucky, they worked really hard.

如果你問男性為什么他們能把工作做好邪乍，他們會說降狠，“我棒極了。這是顯而易見的庇楞，這還用問嗎榜配？” 如果你問女性是什么使她們在工作中出色，她們會說有人幫助她們吕晌， 她們很幸運蛋褥，她們工作異常努力。

Why does this matter? Boy, it matters a lot because no one gets to the corner office by sitting on the side, not at the table, and no one gets the promotion if they don't think they deserve their success, or they don't even understand their own success

這個問題很重要嗎睛驳？ 大家烙心，這關系很大。因為沒人得到角落辦公室的職位要是只坐在旁邊乏沸，而不是桌邊淫茵。沒人得到提升，如果他們認為他們不應享有這成功蹬跃，或者他們甚至不明白他們自己的成功匙瘪。

I wish the answer were easy. I wish I could just go tell all the young women I work for, all these fabulous women, "Believe in yourself and negotiate for yourself. Own your own success." I wish I could tell that to my daughter.

我但愿這答案是容易的。我希望我盡可能告訴我所共事過的所有年輕女性炬转，所有這些非常棒的女性辆苔， “相信你們自己算灸，為自身利益要討價還價扼劈，把握住你的成功》坡浚” 我希望我也能告訴我的女兒荐吵。

But it's not that simple. Because what the data shows, above all else, is one thing, which is that success and likeability are positively correlated for men and negatively correlated for women. And everyone's nodding, because we all know this to be true.

但這不是很簡單。 因為首先是數(shù)據(jù)表明的是一件事 它表明成功和人緣親切性 對于男性來說是積極影響的 而對于女性來說是負面影響的赊瞬。 每個人都點頭先煎， 因為我們大家都知道這是真的。

There's a really good study that shows this really well. There's a famous Harvard Business School study on a woman named Heidi Roizen. And she's an operator in a company in Silicon Valley, and she uses her contacts to become a very successful venture capitalist.

一個非常棒的研究也很好地表明了這一觀點巧涧。哈佛商學院的一個著名研究是有關于一位叫海蒂·羅森的女性薯蝎。她是硅谷一家公司的負責人，她使用她的關系成為一名非常成功的風險資本家谤绳。

In 2002 -- not so long ago -- a professor who was then at Columbia University took that case and made it Howard Roizen. And he gave the case out, both of them, to two groups of students. He changed exactly one word: "Heidi" to "Howard." But that one word made a really big difference. He then surveyed the students, and the good news was the students, both men and women, thought Heidi and Howard were equally competent, and that's good.

在2002年占锯，不久前當時在哥倫比亞大學的一位教授做這個例子和把它改成霍華德·羅森袒哥。他把這個案例，他們兩人向兩組學生展示消略。 他只改變了一個詞：海蒂到霍華德堡称。但這個詞就造成了非常大的差異。然后他調(diào)查學生艺演。好消息是學生們却紧，男生和女生認為海蒂和霍華德都是能力相當?shù)模@很好胎撤。

The bad news was that everyone liked Howard. He's a great guy. You want to work for him. You want to spend the day fishing with him. But Heidi? Not so sure. She's a little out for herself. She's a little political. You're not sure you'd want to work for her.

但壞消息是每個人都喜歡霍華德晓殊。他是個了不起的人，大家都想和他共事伤提，大家都想和他去釣魚挺物。但海蒂呢？不好說飘弧。她有點只為自己著想识藤，對政治有點熱衷。大家不太想和她共事次伶。這是復雜的痴昧。

This is the complication. We have to tell our daughters and our colleagues, we have to tell ourselves to believe we got the A, to reach for the promotion, to sit at the table, and we have to do it in a world where, for them, there are sacrifices they will make for that, even though for their brothers, there are not.

我們得告訴我們的女兒和我們的同事，我們得告訴我們自己相信我們能獲得A冠王，得到提升赶撰， 坐在桌邊。我們在這世上得做到這點柱彻。在世上豪娜，女性要爭取這些就得做出犧牲，盡管她們的兄弟不用為此而付出犧牲哟楷。

The saddest thing about all of this is that it's really hard to remember this. And I'm about to tell a story which is truly embarrassing for me, but I think important. I gave this talk at Facebook not so long ago to about 100 employees, and a couple hours later, there was a young woman who works there sitting outside my little desk, and she wanted to talk to me.

所有關于這的最可悲的事是很難記住這個瘤载。我將講個對我來說是個真正尷尬的故事，但我認為它很重要卖擅。在臉譜不久前我給大約100名員工做這個演講鸣奔。 幾小時后，在臉譜工作的一個年輕女性坐到我小桌子旁邊惩阶，她想和我談談挎狸。

I said, okay, and she sat down, and we talked. And she said, "I learned something today. I learned that I need to keep my hand up." I said, "What do you mean?" She said, "Well, you're giving this talk, and you said you were going to take two more questions. And I had my hand up with lots of other people, and you took two more questions. And I put my hand down, and I noticed all the women put their hand down, and then you took more questions, only from the men."

我說，好断楷，她坐了下來锨匆，我們談了起來。她說冬筒，“我今天學了一些東西恐锣。 我知道我需要舉起我的手紊遵。” 我說侥蒙，“你指什么鞍的ぁ？” 她說鞭衩，“你在講這個話時学搜，你說你將會回答2個以上問題。我和其他一些人舉起手论衍，你回答了2個以上問題瑞佩。 我把手放下來，我注意到所有女性都把手放下來坯台，然后你又回答了很多問題炬丸，僅有男性參與⊙牙伲”

And I thought to myself, wow, if it's me -- who cares about this, obviously -- giving this talk -- and during this talk, I can't even notice that the men's hands are still raised, and the women's hands are still raised, how good are we as managers of our companies and our organizations at seeing that the men are reaching for opportunities more than women? We've got to get women to sit at the table.

我自己想了一下稠炬，如果換成是我，誰會在乎這個咪啡，明顯地做這次演講首启， 在這演講中，我甚至沒注意到男人們的手是不是還一直舉著撤摸，女人們的手是不是還一直舉著毅桃， 我們到底有多出色，當我們作為公司和組織的經(jīng)理人的時候准夷， 以及當我們作為少數(shù)钥飞，與男性競爭爭取機會的時候？ 我們得讓女性坐到桌子邊上衫嵌。

Message number two: make your partner a real partner. I've become convinced that we've made more progress in the workforce than we have in the home. The data shows this very clearly. If a woman and a man work full-time and have a child, the woman does twice the amount of housework the man does, and the woman does three times the amount of childcare the man does.

第二條：讓你的伴侶成為一個真正的合作伙伴读宙。我已經(jīng)確信我們在職場比起我們在家庭中起了更大的作用，數(shù)據(jù)也很清楚地表明這點渐扮。如果一個女性和一個男性同時全職并有一個小孩论悴，女性比起男性要做兩倍多家務活兒，女性比起男性做了三倍多照顧嬰兒的事墓律。

So she's got three jobs or two jobs, and he's got one. Who do you think drops out when someone needs to be home more? The causes of this are really complicated, and I don't have time to go into them. And I don't think Sunday football-watching and general laziness is the cause.

所以她有了2份，3份工作幔亥，而他只有一份耻讽。當有人必須在家多干活時，誰應該留下來帕棉？ 這個的理由實在太復雜针肥，我沒有時間來講它們饼记。但我也不認為周日看美式足球 和日常的懶惰是理由。

I think the cause is more complicated. I think, as a society, we put more pressure on our boys to succeed than we do on our girls. I know men that stay home and work in the home to support wives with careers, and it's hard. When I go to the Mommy-and-Me stuff and I see the father there, I notice that the other mommies don't play with him.

我認為理由是更加復雜化的慰枕。我認為具则，作為一個社會，我們總是更希望男孩子們成功具帮，對女孩子則壓力小些博肋。我知道有居家男人呆在家里做內(nèi)務支持職場妻子 這很難。當我去“媽咪和我”的培訓課時蜂厅，我看到那里的父親匪凡，我留意到其他媽咪不愿和他相處。

And that's a problem, because we have to make it as important a job, because it's the hardest job in the world to work inside the home, for people of both genders, if we're going to even things out and let women stay in the workforce.

這是個問題掘猿，因為我們得把內(nèi)務變成一個重要的工作病游，因為它是世界上最難的工作-居家工作，無論男人女人稠通，我們只有平分了這些事衬衬，女性才可能留在職場。

Studies show that households with equal earning and equal responsibility also have half the divorce rate. And if that wasn't good enough motivation for everyone out there, they also have more -- how shall I say this on this stage? -- they know each other more in the biblical sense as well.

研究表明夫妻收入相等改橘、且夫妻分擔責任相當?shù)募彝?也有50%的離婚率佣耐。如果這數(shù)據(jù)并不那么鼓舞人，還有更多的在這個講臺我該怎么講呢唧龄？夫妻雙方對于彼此的了解兼砖，不僅是做愛這么簡單。

Message number three: don't leave before you leave. I think there's a really deep irony to the fact that actions women are taking -- and I see this all the time -- with the objective of staying in the workforce actually lead to their eventually leaving.

建議三：在你離開前別放棄既棺。我認為這是一個非常深刻的諷刺讽挟，對于女性所采取行動而言-- 我一直目睹類似情況的發(fā)生-- 女性希望留在職場這個目標， 往往導致它們最終不得不離開職場丸冕。

Here's what happens: We're all busy. Everyone's busy. A woman's busy. And she starts thinking about having a child, and from the moment she starts thinking about having a child, she starts thinking about making room for that child. "How am I going to fit this into everything else I'm doing?" And literally from that moment, she doesn't raise her hand anymore, she doesn't look for a promotion, she doesn't take on the new project, she doesn't say, "Me. I want to do that." She starts leaning back.

曾發(fā)生這樣的事：我們都忙耽梅；每個人都很忙；作為一個女人也很忙胖烛。她開始考慮生小孩眼姐。 從她開始考慮生小孩的時候起， 她開始考慮為孩子準備房間佩番。 “我該如何調(diào)整孩子這件事和手頭上的其他事呢众旗？” 言下之意，她不再舉起她的手趟畏，她不尋求提升贡歧，她不找新的計劃， 她不會說，“我利朵，我想做那個律想。” 她開始退縮绍弟。

The problem is that -- let's say she got pregnant that day, that day -- nine months of pregnancy, three months of maternity leave, six months to catch your breath -- fast-forward two years, more often -- and as I've seen it -- women start thinking about this way earlier -- when they get engaged, when they get married, when they start thinking about trying to have a child, which can take a long time.

這是個問題讓我們說說她懷孕的那段日子技即，9個月的懷胎，3個月的產(chǎn)假樟遣，6個月來調(diào)養(yǎng)休息 快速調(diào)整要2年而叼，更多的，正如我看到的女性開始過早考慮這事年碘，當她們有約會或者結(jié)婚時澈歉，當她們開始考慮要小孩，這會花相當長的一段時間屿衅。

One woman came to see me about this, and I kind of looked at her -- she looked a little young. And I said, "So are you and your husband thinking about having a baby?" And she said, "Oh no, I'm not married." She didn't even have a boyfriend. I said, "You're thinking about this just way too early."

一位女性關于此事來找我埃难， 我看著她，她顯得有點年輕涤久。我說涡尘，“那么你和你丈夫考慮要小孩了？” 她說响迂，“哦不考抄，我還沒結(jié)婚≌嵬” 她甚至沒有男友川梅。我說，“你考慮這個太早了吧然遏∑锻荆”

But the point is that what happens once you start kind of quietly leaning back? Everyone who's been through this -- and I'm here to tell you, once you have a child at home, your job better be really good to go back, because it's hard to leave that kid at home -- your job needs to be challenging. It needs to be rewarding. You need to feel like you're making a difference.

但關鍵是一旦你開始退縮下來，接下來會發(fā)生什么呢待侵？每個人都會經(jīng)歷這個丢早。在這兒我告訴你，一旦在家你有了孩子秧倾，你真的最好是回到你的工作中去怨酝， 因為把小孩留在家太難了，你的工作得有挑戰(zhàn)性那先。它也得有回報农猬。你得感覺到世界因你而變。

And if two years ago you didn't take a promotion and some guy next to you did, if three years ago you stopped looking for new opportunities, you're going to be bored because you should have kept your foot on the gas pedal. Don't leave before you leave. Stay in. Keep your foot on the gas pedal, until the very day you need to leave to take a break for a child -- and then make your decisions. Don't make decisions too far in advance, particularly ones you're not even conscious you're making.

如果2年前你沒有得到提升在你旁邊的一個男孩得到提升胃榕，如果三年前 你放棄尋找新的機會盛险，你會變得很乏味瞄摊，因為你應該緊踩油門勋又，加油苦掘。在你離開前別放棄、保住工作楔壤、緊踩油門鹤啡，除非到了那一天你需要離開為了孩子休假，然后做出你自己的決定蹲嚣。 不要提前做太長遠決定递瑰， 特別是你甚至不曉得自己該做怎樣的決定。

My generation really, sadly, is not going to change the numbers at the top. They're just not moving. We are not going to get to where 50 percent of the population -- in my generation, there will not be 50 percent of [women] at the top of any industry. But I'm hopeful that future generations can.

我這一代的女性非诚缎螅可惜抖部，沒能改變高管職位的數(shù)據(jù)變化，女人們就是呆在原地议惰。我們沒能達到50%的高管職位在任何行業(yè)的高管職位中慎颗，女性都未達到50%。但我希望未來一代人可以做到言询。

I think a world that was run where half of our countries and half of our companies were run by women, would be a better world. And it's not just because people would know where the women's bathrooms are, even though that would be very helpful. I think it would be a better world.

我認為我們世界上 半數(shù)國家和半數(shù)公司會由女性所領導俯萎，那將會是一個更美好的世界。這不僅僅是因為人們會知道女性洗手間在哪兒运杭， 盡管這也有非常大的幫助夫啊。我認為它將會是一個更美好的世界。

I have two children. I have a five-year-old son and a two-year-old daughter. I want my son to have a choice to contribute fully in the workforce or at home, and I want my daughter to have the choice to not just succeed, but to be liked for her accomplishments.

我有2個孩子辆憔。我5歲的兒子和3歲的女兒撇眯。我想我兒子會選擇在職場或在家里都盡心盡責，全心奉獻虱咧。我女兒的選擇不僅僅是成功熊榛，她會更熱愛她所做出的成就。

Thank you.謝謝彤钟。

(Applause)（掌聲）