女性自身的态度正在变化。结婚生育后仍希望继续工作的韩国女性，其比重从1988年的17%增加到了2009年的56%。
Moreover, one concern that has been raised about having more women in the workforce is that it could reduce fertility – which would hinder efforts to address demographic change.
此外，更多女性参与工作所引起的一个担心是，这会降低生育率，从而妨碍应对人口变化的努力。
Such concerns are misplaced. Nordic countries have shown that high female labor force participation and fertility can go hand-in-hand if aided by supportive policies.
这样的担心是多余的。北欧国家显示，如果辅以支持性政策，女性的高劳动力参与率和高生育率可以并存。
Another country facing demographic change – Japan – has shown that the likelihood of having a second child increases if men are more active in the household.
日本也是一个面临人口变化的国家，该国显示，如果男子在家务中发挥更积极的作用，生第二胎的可能性将增加。
This brings me to the role of fathers. Despite progress, take-up of paternity leave only recently exceeded 5 percent. Many fathers do not take it because they fear ramifications at work.
在这里，我要谈谈父亲们的作用。尽管有所进展，但休陪产假的父亲人数只是在最近才超过5%。很多父亲之所以不休陪产假，是因为担心对工作产生不良影响。
Consider the experience of this 34-year old father:
以下这个34岁的父亲的经历是一个例子：
“If I hadn’t taken leave”, he said, “I would have been up for promotion. But I was bypassed. I expect to be at a disadvantage in pay and promotion.”
他说：“如果我没有休陪产假，本来能够获得晋升。但别人得到了这个机会。我想自己在加薪升职中会处于较为不利的地位。”
If men are to play a more active role in family life, corporate culture needs to change. It also needs to change for the sake of women, which brings me to my second point – how to empower women to lead in the corporate sector.
要使男子在家庭生活中发挥更为积极的作用，就需要改变企业文化。而为了女性，也需要这么做。这是我接下来谈的第二点，如何通过赋予女性权能，让她们成为商界领袖。
（责任编辑:admin）
