At 51, Cathy wanted to put her Oxford physics degree and former experience to better use.
51岁的凯西想把自己牛津大学物理学学位和以前的经历更好的利用起来。
51岁的凯西想更好地利用自己牛津大学物理学的文凭和先前的经验。
she had worked part-time in a school for several years while her three children were young, but she wanted to get back into corporate world.
在她三个孩子年轻时，她在学校兼职多年，但是他想重回职场。
在她三个孩子还小的时候，她曾经在某所大学兼职工作了多年，但她想回到企业界。
Several applications later, she was getting nowhere.
若干申请之后，她毫无进展。
几次申请之后，她一无所获。
Then a friend told her about “returnships”, a form of work experience that some companies are experimenting with to help middle-aged people-mainly women-return to work, often after breaks to care for families.
然后一个朋友告诉她“重返职场计划”，一些公司尝试帮助有工作经验中年人——主要妇女——重返职场，通常在照顾家人后的休息时间。
之后一个朋友跟她说了“职场回归项目”。这种项目是一种工作实习，一些公司正尝试推行，旨在帮助以女性为主的中年人重返职场。这一群人通常先前为了照顾家人而终止了工作。
Cathy eventually secured a place on an 11-week “career returners” program with a company, open to men and women, which included being paired with a 20-year-old male student.
凯西最终获得一家公司的11周“职场回归者“计划，对男女开放，也包括成对的20岁男性学生。
凯西终于成功进入一家的“回归职业者”项目。该项目向男女开放，为期11 周，其中包括与一名20多岁的男学生结对。
He helped to acquaint her with new technology, such as using an iPhone and accessing the company’s virtual net-work from her laptop so she could work from home but still access internal files.
他帮助她了解新技术，例如使用苹果手机和从他的笔记本访问公司虚拟网络，因而她在家工作也能访问内部文件。
他帮助凯西熟悉新技术，例如使用iPhone、用笔记本电脑访问公司的虚拟网络，以便她在家办公的同时仍可以访问公司内部文件。
“On the assessment day, I thought they must have been looking at my project management skills. But they won’t looking at us for specific roles. They were just thinking, ‘these women have a lot to offer, let’s see what they can do.’ That was refreshing.”
在评估日，我认为他们必须得看看我的管理计划能力。
但是他们不会把我们看作特定角色。
他们只是认为“这些女性有很多提议，让我们看看他们能做什么。“
在评估当日，为认为他们当时一定一只在考察为的项目管理技能。
但他们并没有以特定角色去衡量我们.
他们只是在想：‘这些女人有很多技能，让我们看看她们能做什么。’这令人耳目一新
A clutch of companies in the UK and the U.S. have spotted an opportunity in hiring female returnees, who can put to use again technical skills learned earlier in their career.
一批使用他们职业生涯中早前专业技能的英国和美国的公司，看见一个雇佣女性回国人员的机会。
英国和美国的许多公司发现雇佣重返职场的女性这一机会。这些女性以前的职业中学到的技能可以派上用场。
they believe middle-aged women returning after a break make particularly good employee, because they bring a fresh perspective.
他们相信中年妇女在休息或重返职场让她们称为特别优秀的雇员，因为他们带来新鲜的观点。
这些公司相信重返职场的中年女性会成为特别优秀的员工， 因为他们带来了崭新的视角。
Women tend to combine high emotional intelligence with strong leadership and organizational skills.
女性倾向于用高情商将强大点领导力和组织能力结合起来。
女性往往能将高情商将强大的领导和组织能力相结合。
“There is a massive pool of highly skilled people who want to return to work”, says the head Human Resources of an engineering company.
“想回归职场的高技能人群是一个巨大的公共资源”，工程公司的人力资源主管说。
一家工程公司的人力资源主管说：“有大量的高技能人才想重返工作岗位。”
“Recruitment agencies typically view people who have had two years out as a risk, but we see them as a great opportunity.”
招募新员工的机构一贯将2年的离职人员视为风险，但是我们视他们为巨大的机会。“
招聘机构通常认为已经离开岗位两年的人会带来风险，但我们认为他们会带来巨大的机遇。
In fact, by hiring female returnees, companies can access good skills these women developed in their former high-level jobs-and for a discount.
事实上，雇佣女性重返职场的人员，公司可以享用这些女性在他们前任高级职位中发展的技能和惠利。
实际上，雇佣重返职场的女性，公司可以利用他们以前在高级职位中培养出来的良好技能，而且给出的薪水比他们原来的低。
In return, employers coach these middle-aged females back into working life.
回归后，雇员们辅导这些中年女性回到职场生活。
相应地，用人单位要指导这些中年女性重返职场。
Thought her returnship, Cathy gained a full-time role as an operations data consultant.
想象她的职场回归，凯西以数据运营顾问的全职角色为目标。
通过”回归计划“，Cathy获得运营数据顾问的全职职位。
She still Is earning less than she would like to, “but it’s a foot in the door and the salary is up for review in six months,” she says.
她仍然比她想要的挣得少，“但是一只脚站在门口而且工资比六个月内评估的高。“
她的收入仍然比自己理想的要少，但她表示”这只是个开端，工资在六个月后在平定上调。”
it is still overwhelmingly women who stay home to care for young children.
它仍对于在家照顾年幼孩子绝大多数女性
目前主要仍是女性留在家里照顾幼儿。
Uk government figures show that women account for around 90 present of people on career breaks for caring reasons.
英国政府认为 大约90%失业人群的对女性账户是由于照顾家人的原因。
英国政府的数据显示，在位了照顾家庭而暂时离开职场的人群中，女性约占90%。
A lack of middle-aged women working, particularly in high skilled roles, is costing the UK economy £ 50 billion a year, according to a report.
缺乏中年妇女工作，尤其高技能角色，根据报告这耗费了英国每年经济的50亿。
一份报告显示，缺乏中年女性劳动力，特别是担任高技能职位的女性，是英国经济每年损失500亿英镑。
The report found that men over 50 took home nearly two-thirds of the total wages paid out to everyone in that age range in 2015.
报告发现在2015年，超过50年龄范围的男性将总收入的三分之二支付家用
根据这份报告，2015年，年龄在50岁以上的男性领导的工资几乎占该年龄段所有人工资的三分之二。
It blamed the pay gap on the low-skilled, part-time roles middle-aged women often accept.
中年兼职女性常忍受低技能薪资差距的责怪
该报告将薪酬归咎于中年女性经常接受低技能的兼职工作。
Some 40 percent of women in work in the UK do so part-time, as opposed to only 11 percent of men.
在英国工作的40%对女性做很多兼职，而男性只有10%
在英国，约有40%的女性从事这样的兼职工作，而相比之下，男性只有11%
The issue is not restricted to the us.
问题不仅限于英国。
此问题不仅限于英国。
A study last year by economists found “strong evidence of age discrimination in hiring against older women” in a range of white- and blue-collar jobs.
经济学家去年一项研究发现在一系列白领和蓝领工作中“ 强烈歧视反对雇佣年长女性“
去年经济学家进行的一项研究发现，“强有力的证据表明就各种白领和蓝领工作而言，在雇佣大龄女性时存在性别歧视。”
The date show that it is harder for middle-aged women to find jobs than it is for middle-aged men, regardless of whether they have taken a break from working.
数据显示不管她们是否中断工作中年女性比中年男性更难找到工作。
数据表明，中年女性比中年男性更难找到工作，不管他们是否曾经离开过职场。
