That women earn less than men in rich countries is so well-known it is often met with a shrug. The gender wage gap is one of ten indicators in our annual "glass-ceiling index", ranking how women fare in the workplace. On most measures, including representation on boards and in parliaments, countries improve each year. But across the OECD, a club of mostly rich countries, the median gap is stuck at 11.4%, up from a low of 11.1% in 2020 despite policies designed to narrow it.

富裕国家女性收入比男性低，这一点是众所周知的，人们常常对此嗤之以鼻。 性别工资差距是我们年度“玻璃天花板指数”中的十项指标之一，该指数对女性在工作场所的表现进行排名。 在大多数指标上，包括董事会和议会的代表性，各国的差距每年都在变小。 但在经合组织（一个主要由富裕国家组成的俱乐部）中，差距中位数徘徊在11.4%， 尽管政策旨在缩小这一范围，但结果仍高于2020年11.1%的低点。

Anti-discrimination and equal-pay laws have been on most countries' books for decades. In 2017 Britain started forcing big companies to publish wage-gap data; the EU and Japan have followed. Ten American states have laws requiring employers to disclose pay in job advertisements. Yet the gap remains, and in some countries, such as Australia and Japan, is growing.

反歧视和同工同酬法几十年来一直存在于大多数国家。 2017年，英国开始强迫大公司公布工资差距数据;欧盟和日本也紧随其后。 美国十个州制定了法律要求雇主在招聘广告中披露薪资。 然而，差距仍然存在，并且在澳大利亚和日本等一些国家，这一差距还在扩大。

One reason is that the pandemic disproportionately affected women, who were likelier to be laid off or to quit to look after their children. This tallies with the still sizeable "motherhood penalty" hurting the careers of women who start families. It is particularly true in countries with costly childcare such as Britain and America. Other research looks at the gender differences in careers, children or not.

原因之一是，疫情对女性的影响尤为严重，她们更有可能被解雇或辞职照顾孩子。 这与损害组建家庭女性职业生涯的仍然相当大的“母性惩罚”相符。 在英国和美国等托儿费用昂贵的国家，尤其如此。 其他研究着眼于职业上的性别差异，无论女性是否有孩子。

A recent book argues that women continue to be muscled out of the highest-paid sectors such as banking and tech. In "Fair Shake", Naomi Cahn, June Carbone and Nancy Levit, three American law professors, say that a "winner takes all" model of competition and excessive working hours discourages women from entering certain fields and holds down those who do. At many firms, a "tournament-like" culture where workers battle for bonuses favours men, who tend to form alliances and may behave badly to get ahead.

最近的一本书认为，女性继续被赶出金融和科技等收入最高的行业。 三位美国法学教授娜奥米·卡恩、琼·卡伯恩和南希·莱维特在《一视同仁》中表示，“赢家通吃” 竞争模式和过长的工作时间阻碍女性进入某些领域，并压制了那些已在某些领域的女性。 在许多公司，员工争夺奖金的“类似锦标赛”文化对男性有利，因为男性往往会结成联盟，并且为了获得成功而可能表现得很糟糕。

In a striking example, the proportion of women with computer-science degrees peaked in 1986; women are now twice as likely to leave the tech industry as men. The maleness of Silicon Valley was by no means inevitable. Studies have also found that even when women enter male-dominated fields, wages tend to fall, suggesting that their labour is systematically undervalued. Sexual harassment is also still rife in these fields, with women who report it likelier to switch to lower-paying jobs.

一个引人注目的例子是，拥有计算机科学学位的女性比例在1986年达到顶峰； 现在，女性离开科技行业的可能性是男性的两倍。 硅谷的男性化绝非不可避免。 研究还发现，即使女性进入男性主导的领域，工资也往往会下降， 这表明她们的劳动力被系统性地低估了。 性骚扰在这些领域仍然普遍存在，女性报告更有可能转向低薪工作。

Care work, norms and work culture help to explain why corporate career pipelines seem so selectively leaky. Women hold 43% of managerial jobs at big American companies, but their share of chief executives' suites has only just passed 10%. That's hard to shrug off.

护理工作、规范和工作文化有助于解释为什么企业职业管道似乎如此有选择性地泄露。 在美国大公司中，女性占据了43%的管理职位，但她们在首席执行官中的比例则刚刚超过10%。 这种情况很难摆脱。