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 shortlist get jobs, the figure rises to one in four for women.

　　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.

　　Managerial and executive progress made by women is confirmed by the annual survey of boards of directors carried out by Korn International. This year the survey shows a doubling of the number of women serving as non-executive 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 non-executive positions surveyed.

　　In Europe a recent feature of corporate life in the recession has been the de-layering of management structures. Hilary Sears said that this has halted progress for women in as much as de-layering 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.

　　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. Organizations such as the European Womens Management Development Network provide a range of opportunities for women to enhance their skills and contacts.

　　However, Ariane Antal, director of the International Institute for Organization Change for Archamps in France, said that there is only anecdotal evidence of changes in recruitment patterns. And she said: Its still so hard for women to even get on to shortlists -there are so many hurdles and barriers. She 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.

　　47. From the passage, we can see that males applicants ______ female applicants for top posts.

　　48. Women are more ______ than men when they apply for positions or attending interviews.

　　49. What aspect of company structuring has disadvantaged women in getting management positions?

　　50. According to Sears; the number of female-run business is ______.

　　51. Which group of people should change their attitude to recruitment so as to have a greater equality in the workforce?

　　答案: 47. exceed/are more than 48. well-prepared/better qualified 49. De-layering. 50. increasing/on the increase

　　51. The employers. /Employers.

　　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 shortlist get jobs, the figure rises to one in four for women.

　　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.

　　Managerial and executive progress made by women is confirmed by the annual survey of boards of directors carried out by Korn International. This year the survey shows a doubling of the number of women serving as non-executive 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 non-executive positions surveyed.

　　In Europe a recent feature of corporate life in the recession has been the de-layering of management structures. Hilary Sears said that this has halted progress for women in as much as de-layering 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.

　　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. Organizations such as the European Womens Management Development Network provide a range of opportunities for women to enhance their skills and contacts.

　　However, Ariane Antal, director of the International Institute for Organization Change for Archamps in France, said that there is only anecdotal evidence of changes in recruitment patterns. And she said: Its still so hard for women to even get on to shortlists -there are so many hurdles and barriers. She 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.

　　47. From the passage, we can see that males applicants ______ female applicants for top posts.

　　48. Women are more ______ than men when they apply for positions or attending interviews.

　　49. What aspect of company structuring has disadvantaged women in getting management positions?

　　50. According to Sears; the number of female-run business is ______.

　　51. Which group of people should change their attitude to recruitment so as to have a greater equality in the workforce?

　　答案: 47. exceed/are more than 48. well-prepared/better qualified 49. De-layering. 50. increasing/on the increase

　　51. The employers. /Employers.