有关主管的工资差额的数据表明，更高级的管理职务，男女收入的差距更大。
Data on pay differences among managers showed that earnings gaps were wider at the more senior management positions.7
19. 但是，在某些国家，工资差距一直在缩小，这主要是因为男女学历上的差距越来越小。
There has, however, been a narrowing of wage gaps in some countries that is largely attributable to the decline in educational qualification gaps between women and men.4 Norway reported a further possible explanation: women are increasingly involved in the same types of work as men.
4 挪威报告的情况或许更能说明问题，该国妇女正越来越多地从事男子所干的工作。
There has, however, been a narrowing of wage gaps in some countries that is largely attributable to the decline in educational qualification gaps between women and men.4 Norway reported a further possible explanation: women are increasingly involved in the same types of work as men.
在有数据可查的12个欧洲联盟国家，2000年男女的平均薪资差距为15.3％，据报道，这种差距正在缩小。
In 12 European Union countries for which data were available, the average pay gap between men and women's earnings was 15.3 per cent in 2000 and was reported to be narrowing.7 However, the scarcity of wage data disaggregated by sex makes a thorough assessment of gender wage gaps difficult.
7 但是，由于按性别分类的工资数据匮乏，对两性工资差距的全面评估难以进行。
In 12 European Union countries for which data were available, the average pay gap between men and women's earnings was 15.3 per cent in 2000 and was reported to be narrowing.7 However, the scarcity of wage data disaggregated by sex makes a thorough assessment of gender wage gaps difficult.
20. 许多国家都为逐步消除男女之间的收入差距采取了各种办法，例如，从法律上制止歧视；通过与工会谈判，促进落实同酬标准；以及开展公共宣传教育活动。
Many countries moved to close income gaps between women and men by, for example, legislating against pay discrimination; promoting equal pay standards through negotiations with trade unions; and increasing public awareness.
例如，瑞典2001年《平等机会法》修正案要求雇主和工会评估工资差额，并消除工资差异。
The 2001 amendment to the Equal Opportunities Act of Sweden, for example, required employers and trade unions to assess wage differentials and rectify the differences.
挪威政府对职业工资和集体工资协议进行了比较，以确定同值工作的类型。
The Government of Norway compared wages across occupations and collective wage agreements to determine the types of work that were of equal value.
丹麦委托有关部门对劳动力市场的两性隔离和工资差距进行了深入研究，包括“逐步消除”性别隔离现象（具有相同资格和学历的男女雇员担任不同的工作职责，享受不同级别的工资）。
Denmark commissioned an in-depth study on gender segregation of the labour market and wage gaps, including “sliding” gender segregation (the employment of women and men with the same qualifications and education in different job functions with different levels of wages).
丹麦还建立了一个网站，并编写了良好做法报告，就努力消除两性工资差距的问题提出建议。
Denmark also established a website and a good practice report with concrete advice on working to eliminate gender wage gaps.
C. 决策
C.
Decision-making
21. 最近的全球统计资料显示，妇女担任管理职务的比例继续攀升，但进展速度缓慢且不均衡。
Recent global statistics show that women continue to increase their share of managerial positions but the rate of progress is slow and uneven.
可比较数据匮乏始终是个问题。
Lack of comparable data remains a problem.
在有数据可查的国家，妇女担任管理职务的百分比变化很小或没有变化，在某些国家甚至有下降。
In countries for which data were available, there was little or no change and, in some, the percentage rates were even in decline.
在以男子为主的专业领域和女性为主的部门，妇女没有机会担任决策职务。
Lack of access to decision-making positions was found both in professions dominated by men and in female-dominated sectors, where, despite the fact that more managers were women, a disproportionate number of men rose to the more senior positions.7
虽然女主管有增加，但升任更高级职务的男子依然多于妇女。
Lack of access to decision-making positions was found both in professions dominated by men and in female-dominated sectors, where, despite the fact that more managers were women, a disproportionate number of men rose to the more senior positions.7
22. 数据显示，在北美、南美和东欧各国，妇女从事管理工作的比例普遍高于东亚、南亚和中东各国。
The data show that, in general, countries in North America, South America and Eastern Europe have a higher share of women in managerial jobs than countries in East Asia, South Asia, and the Middle East.
2000-2002年，在有数据可查的63个国家中，妇女担任管理职务的比例为20％至40％的国家有48个。
For the period 2000-2002, women's overall share of managerial positions was between 20 and 40 per cent in 48 out of the 63 countries for which data were available.8
23. 只有少数国家报告说，为消除歧视并加强妇女参与经济决策的力度采取了具体行动。
Relatively few countries reported on specific actions to overcome discrimination and strengthen women's participation in economic decision-making.
在所提供的正面事例中，乌干达取消了禁止女警官升任高级职务的规定。
Among the positive examples provided, Uruguay eliminated provisions that prevented female police officers from reaching senior positions.
芬兰和挪威都实行了配额制，以便将国营和公营有限公司董事会的妇女人数增加到40％。
Finland and Norway implemented a quota to increase the number of women on the boards of directors of State and public limited companies to 40 per cent.
在挪威，估计有600家公司受此规约的影响。
In Norway, an estimated 600 companies have been affected by the regulation.
丹麦、爱沙尼亚、希腊和瑞典都采取了类似的举措，并实施了“妇女升任最高职务”的项目，其目的是确保在私营部门公司董事会就职的妇女至少占到40％。
A similar initiative was carried out in Denmark, Estonia, Greece and Sweden through a project, “women to the top”, which aims to ensure at least 40 per cent women on the boards of private sector companies.
24. 在联合国系统内部，联合国教育、科学及文化组织（教科文组织）与学术研究人员、国际自由工会联合会代表、国际劳工组织以及女工会会员合作，共同开发研究和宣传网络，支持妇女参与工会决策工作。
Within the United Nations system, the United Nations Educational, Scientific and Cultural Organization (UNESCO) collaborated with academic researchers, representatives of the International Confederation of Free Trade Unions, the International Labour Organization and women trade unionists in developing a research and advocacy network to support the involvement of women in trade union decision-making.