您如何看待一些公司拒绝雇用女性员工的趋势？

What do you think of the growing tendency of some companies refusing to employ female employees?

我看到这个问题的第一个想法是：害怕招女性或不想招女性的到底是哪些公司？是大获成功的理想型公司，还是三流公司？

身为一家猎头公司的老板和CEO，一直在为行业领先公司搜寻人才。如果哪家公司连招女性的自信和意愿都没有，那我就要怀疑这家公司的水平，怀疑它甚至值不值得人们去了。原因如下：

Because as a boss and CEO of a recruitment firm that provides talent to industry-leading companies, I’d question how good any company is that doesn’t have the confidence and basic desire to employ women. And, if they’re even companies you’d really want to work for. Here’s why.

1. 对于与我们有业务往来的发展迅速的高价值公司来说，这不是什么大问题——正因如此，我才会怀疑定下这种标准的公司到底水平如何。因为他们的平台没多大吸引力，无法吸引到市场上最优秀、最专业的人才，只会引来专业性和价值没那么高的候选人。这些公司担心女性都是奔着怀孕后的福利来的，她们不会带来多大价值，因为这种情况会常常发生。

1. Not a big problem among the growing, high value companies we work with – This is why I wonder if the companies setting this trend are ones that are experiencing less success these days. Because their platforms are less attractive, they don’t attract the best or most professional talent in the market. Instead, they attract candidates who are less professional and have less value to offer. These companies are concerned about women joining them for the financial and maternity benefits they can get when they get pregnant, while not bringing them much value, because this happens to them fairly often.

但能吸引优秀人才的高速发展的公司不必担心这一点。至少，在我合作过的跨国企业和领先国内企业身上，我没有看到他们担心招女员工会造成什么麻烦。对于不断发展的优秀的企业而言，他们的最优先事项不是节约资金，而是尽其所能招募最优秀的人才。

But for growing companies that can attract good talent, they’re not so worried about this. At least, I haven’t seen this trend or concern about employing women among the multinational and leading Chinese companies we work for. For good companies that continue to grow, their priority is always to hire the best people they can, not the ones who can save them money.

他们知道，光靠男员工是无法成功的。中国没有成熟的人才市场，市场上优秀的男员工本就不够。这在那些雇主中，被叫作人才的战争。所以公司如果顶着拒绝招女员工政策或目标，就别想和别人竞争了，那么成为行业领军公司更是天方夜谭。

These companies know that there’s no way they can achieve their success by just relying on hiring men. China doesn’t have a mature talent market. There’s simply not enough good talent out there. There’s even an expression for this among employers. It’s called, The War on Talent. So how would you even compete, let alone become a leading industry player with a policy or orientation that doesn’t want to employ women?

成功公司和优秀雇主对自己的招聘流程和招聘能力相当自信，知道自己能剔除职业意识不够，成熟度欠佳，对机会和工作岗位热忱不够的候选人。他们会从历史工作记录和面试中评估这些因素。

Successful companies and good employers are confident in their hiring process and ability to screen out talent that’s not very career-oriented, mature, or committed to the opportunity and situation they offer. They assess these things from your employment track record and during your job interviews with them.

2. 说白了，成功公司都会招女性——不喜欢招女员工的公司与认为女员工必不可少的公司在成功程度上有多大差异，我没有具体的数据。我觉得，女性的能力和价值是不言自明的。但一定要我说的话，我知道有些领先公司的成功很大程度上源于女性。

2. Simply put, successful companies employ women - I don’t have statistics on the level of success of companies that don’t like to employ women versus companies that view women as essential to their success. And I don’t think I need to argue how capable women are and the value they bring to a company. But if anything, I know top companies that rely on women for their success.

例如，全球领先英语培训企业英孚在中国雇用了约60％的女性，其中许多担任着高管职务。某全球人力资源服务公司的总经理最近告诉我，他们公司80％以上的员工为女性。此外，我们往顶级互联网公司（包括BAT）输送的市场营销和HR人才至少50％是女性（可能还要更多）。

For instance, EF Learning, a global leader in English language training, employs roughly 60% women in China, including many in top management roles. A Managing Director for a global HR services company told me recently that over 80% of their Associates are women. In addition, the marketing and HR talent we place into top internet companies, including BATs, are at least 50% women, if not more.

同样，在我自己公司，女员工一直以来都是表现最好、领导能力最强、最可靠的员工。事实上，公司里唯一一位男员工上个月刚刚离职，所以现在公司上下就我一个男的了！我根本不反对招男性，但由于他们的表现没女员工那么好，所以最终会离开，对我们来说就业风险较高。

3. 并非其他成熟市场和经济体的发展方向——我来自美国，那里有许多成功公司和成熟的商务实践，其中并没有“不招女性”的这一条规则。我相信，欧洲、澳大利亚、日本等国也同样如此。

3. Not the direction of other mature markets and economies - In the U.S., where I’m from, you find many successful companies with mature, developed business practices. Not wanting to employ women isn’t one of them. I’m sure it’s the same in Europe, Australia, Japan, etc.

因此，如果不招女性是国内许多公司的一大趋势，那这是极其短视的做法，因为这种公司业务肯定会下降，最后走向灭亡。至少，在发达国家和其他地方的成功公司中，女性对公司的成功起着重大作用。

So, if not hiring women is a trend among many companies here, it’ll be a short-lived one. Because such companies will see their business decline and eventually fail. At least, in large economies and successful companies elsewhere, women are an essential part of their success.

对于我们碰到的优秀女性来说，这不是什么大问题

Not a big problem among the good women talent we see

另外，担心雇主不招她们的女性又是怎样的人？她们是不是无法给雇主提供更高的价值，只能向三流公司求职？因为我们公司与许多女候选人合作过，她们能吸引到优秀的高价值公司，她们身上不存在这种担心。

In addition, who are the women who are worried that employers don’t want to hire them? Are they ones who offer less value to employers and can only get jobs in less successful, less desirable companies? Because again, our company doesn’t see this concern among the women we work with who can attract opportunities from good companies and high value employers.

所以，对于那些能贡献更多价值的女性来说，拒绝招女性的公司不是个大问题。但对于无法贡献高价值，只能吸引到抱有这种想法的公司来说，这就是个大问题了。

For such women who have more value to offer, I don’t believe this orientation among some companies of not wanting to employ women is a big issue.  But for lower value candidates who can only attract opportunities from employers who think this way, it will be.

你的价值决定着你的问题，此点同时适用于公司和候选人

The value you offer determines which reality you face, for both employers and candidates

BTW，作为一位企业创始人，我明白女员工休产假会给公司带来什么影响，这种影响不仅是财务上的。几年前，我公司里有六位经理，其中五位要么怀孕了，要么在休产假。坦白说，这种情况让我们这种小公司，面临了难题。尽管如此，在那段时间，没有一位员工想占公司的便宜。她们只要力所能及，都会尽全力干好自己的本职工作，帮助公司。产假结束后，她们也马上就回来上班了。

By the way, as a company owner, I know the impact that women going on maternity leave can have on a company, and not just financially. A few years ago, five of my six top managers were either pregnant or on maternity leave at the same time. Frankly, for a smaller company, like ours, this created a very tough situation for us. During this time though, not one person tried to take advantage of our company. If anything, they did their very best to perform their job well and support the company as long as they could. They also made every effort to return once their maternity leave was over.

和我们的客户一样，我们公司的招聘流程也强调拥有清晰职业目标和加入我们公司的意愿。我们清楚知道需要找哪种人才，以及我们能为他们提供哪些东西。在面试中和候选人提到这一点时，许多人会说以后肯定会组建家庭，但目前他们的重点是事业。这算不上什么保证或承诺，但我们更愿意听他们真诚表达自己的目标和职业兴趣。

Like our clients, our hiring process emphasizes identifying people who have clear career goals and purpose for joining our company. We’re clear on the type of people we’re looking for and what we can offer them. When we share this with candidates who interview with us, many will tell us they definitely have plans to start a family, but their current priority is their career. That’s not a promise or guarantee, but we are more confident hearing them express their sincere intent and career interests.

无论你是雇主或是候选人，你碰到的问题很大程度上都取决于你的能力。对我来说，对招女员工的担心就是建立在这一前提上的。如果你是个女员工，只要确保自己能吸引到优秀公司，而不是只能去三流公司，这就够了。祝你在追求目标的路上好运！如果你正在寻找一个雇主，不会因为你正计划着组建家庭而对你评头论足，你可以联系我！

The realities you face as either an employer or candidate depends largely on what you’re able to offer others. To me, this concern about employers or women employees is based on this premise. If you’re a female professional, just be sure you’re in the group who can attract the interest of good companies, instead of just less desirable ones. Good luck pursuing this! And if you’re looking for a good employer that won’t judge you on your plans to start a family in the future, then contact me!