Passage 1Why Some Women Cross the Finish Line Ahead of Men? A Women who apply for jobs in middle or senior management have a higher success rate than men, according to an employment survey. But of course far fewer of them apply for these positions. The study, by recruitment consultants NB Selection, shows that while one in six men who appear on interview shortlists get jobs, the figure rises to one in four for women. B The study concentrated on applications for management positions in the $45,000 to $110,000 salary range and found that women are more successful than men in both the private and public sectors. Dr Elisabeth Marx from London based NB Selection described the findings as encouraging for women, in that they send a positive message to them to apply for interesting management positions. But she added, “We should not lose sight of the fact that significantly fewer women apply for senior positions in comparison with men.” C Reasons for higher success rates among women are difficult to isolate. One explanation suggested is that if a woman candidate manages to get on a shortlist, then she has probably already proved herself to be an exceptional candidate. Dr Marx said that when women apply for positions they tend to be better qualified than their male counterparts but are more selective and conservative in their job search. Women tend to research thoroughly before applying for positions or attending interviews. Men, on the other hand, seem to rely on their ability to sell themselves and to convince employers that any shortcomings they have will not prevent them from doing a good job. D Managerial and executive progress made by women is confirmed by the annual survey of boards of directors carried out by Korn/Ferry/Carre/Orban International. This year the survey shows a doubling of the number of women serving as nonexecutive directors compared with the previous year. However, progress remains painfully slow and there were still only 18 posts filled by women out of a total of 354 nonexecutive positions surveyed. Hilary Sears, a partner with Korn/Ferry, said, women have raised the level of grades we are employed in but we have still not broken through barriers to the top. E In Europe a recent feature of corporate life in the recession has been the delayering of management structures. Sears said that this has halted progress for women in as much as delayering has taken place either where women are working or in layers they aspire to. Sears also noted a positive trend from the recession, which has been the growing number of women who have started up on their own. F In business as a whole, there are a number of factors encouraging the prospect of greater equality in the workforce. Demographic trends suggest that the number of women going into employment is steadily increasing. In addition a far greater number of women are now passing through higher education, making them better qualified to move into management positions. G Organisations such as the European Women’s Management Development Network provide a range of opportunities for women to enhance their skills and contacts. Through a series of both pan European and national workshops and conferences the barriers to women in employment are being broken down. However, Ariane Berthoin Antal, director of the International Institute for Organizational Change of Archamps in France, said that there is only anecdotal evidence of changes in recruitment patterns. And she said, “It’s still so hard for women to even get on to shortlists, there are so many hurdles and barriers.” Antal agreed that there have been some positive signs but said “Until there is a belief among employers, until they value the difference, nothing will change.” Answer the questions below. Choose NO MORE THAN THREE WORDS from the passage for each answer. Write your answers in boxes 1-4 on your answer sheet. 1. What change has there been in the number of women in top management positions detailed in the annual survey? 2. What aspect of company structuring has disadvantaged women? 3. What information tells us that more women are working nowadays? 4. Which group of people should change their attitude to recruitment?
正确答案：
1. doubling
(本题题干问的是管理层女性数量有什么变化。由关键词top management positions和annual survey定位到原文D段第二句“This year the survey shows a doubling of the number of women serving as nonexecutive directors compared with the previous year”,可以清晰地看到表达数量变化的词只有doubling, 所以本题的答案为doubling。)
2. delayering
(本题题干问的是哪种公司结构对女性不利。由关键词disadvantaged women定位到原文E段首句“In Europe a recent feature of corporate life in the recession has been the delayering of management structures”, 可见描述管理结构的词语只有delayering, 所以本题的答案为delayering。)
3. demographic trends
(本题题干问的是哪些信息表明工作的女性数量在上升。本题关键词是more women are working,意思是有更多的女性开始工作,即进入工作岗位的女性数量在上升,对应原文F段第二句“Demographic trends suggest that the number of women going into employment is steadily increasing”,由此可知是demographic trends 表明了这些信息,所以本题的答案为demographic trends。)
4. employers
(本题题干问的是哪些群体应该改变自身对雇佣的态度。本题无明显关键词,可按顺序性原则在原文第3题的答案处向后阅读,对应原文G段尾句Antal agreed that there have been some positive signs but said “Until there is a belief among employers, until they value the difference, nothing will change”,change为原词重现,attitude to recruitment对应原文中value the difference,因此本题答案为employers。)