With only a fortnight left before the deadline,not even a third of companies,charities and public bodies have met their legal requirement t yublish figures on their gender pay gaps.There was plenty of notice that all with more than 250 employees would need to do so.The slow Dace indicates the low priority afforded to such concerns and,perhaps,a hope that embarrassing figures will be buried in a late rush of filings.It seems probable that many organisations will not comply,and it is unclear whether and how they will be punished.They should be.The figures are not perfect.Nonetheless,the data published so far is powerful.Few if any women will be surprised that male colleagues outearn them per hour.But cold statistics have real force when'they show disparities as stark as these:men at the UK wing of Coldman Sachs International earn more than twice the mean hourly pay of women.Such figures demonstrate to each woman that the problem is not an isolated case,but structural.They are not alone.Now they can prove it.So far,many firms have boasted that they are commnted to diversity and that they pay the same for the same kind of work.This is not deserving of a gold star;equal pay is a legal reqUJrement,in place for almost half a century.The shame is that it is not,in fact,being met in full.Worse,many companies seem to have missed the point.They say,in essence,that the gap exists because the senior jobs are dominated by men.This is not an explanation of the problem.It is the problem itself.The pattern of more women in low-paid jobs and fewer in high-paid jobs is seen in most organisations,across very different sectors;and it is why the figures showing employment rates per quartile are every bit as important as the hourly comparison.Some women may simply leave organisations that do not reward them.Good for them;bad for the companies losing talent unnecessarily-bu will their bosses realise this?The time for excuses and explanations is over.Real progress requires a broader response,with management,unions and politicians putting forward concrete plans to change the culture through measures such as blind CVs and unconscious-bias training;and setting specific,numerical targets.The equalities watchdog should call out those who do not report,and those whose figures are woeful.The duty to report these figures is an annual one.There is a risk that their effect may dwindle in the more than twice the mean hourly pay of women.But close analysis and publicity could make them more powerful,not less;it will become evident that some companies are closing the gap while others are making little or no progress."The truth will set you free,said Gloria Steinem."But first,it will piss you off.Prepare to get angry！
在不同行业的大多公司,低薪的工作中,女性比例更高,而担任高薪职位的女性比例更低。本句为简单句。该句主干为The pattern.is seen in most organisations,across very different sector,of引导的部分为pate的定语。英语是一种形合性语言注重句子的结构,句与句之间可以靠标点符号连接词、介词等衔接而无限扩展,往往一句话可以包含多个意思,是一种“树形结构式”的语言。但是汉语则相反,它是一种意合性语言句与句之间的关系主要通过字词的语意来表达,一句话一般只能表达一个意思,是一种“竹形结构式”的语言。这种长短句之间的转化正是英译汉的难点,所以考研的翻译主要是考查学生翻译英语复杂长句的能力。翻译的时候,首先要有耐心地分析句子成分,抽出主句和从句的主干,将其翻译成独立的分句;其次,一些状语,比如分词短语介词短语等,也可以译成短句;最后,按照汉语的表达习惯,将这些分句连接起来。例如Plastics is made from water which is a natural resource inexhaustible and available everywhere coal which can be mined through automatic and mechanical processes at less cost and lime which can be obtained from The calcinations of limestone widely present in nature译文:塑料是由水煤和石灰石制成的。水是到处可以获得的、取之不尽的一种自然资源;煤可以通过自动化和机械化来开采,成本较低;石灰可由煅烧自然界广泛存在的石灰石得到。
