单项选择题

For years, researchers have struggled to understand why so many women leave careers inscience and engineering. Theories run the gamut (整个范围), from family-unfriendly work schedules to natural differences between the genders. A new paper by McGill University economist Jennifer Hunt offers another explanation: women leave such jobs when they feel disappointed about pay and the chance of promotion.
Her first finding was that women actually don’t leave jobs in science at an above average rate. The difference, Hunt found, comes from the engineering sector.
That’s not simply because women are exiting the workforce to raise families. About 21% of all graduates surveyed were working in a field unrelated to their highest college degree. That proportion held steady for both men and women. Yet in engineering, there was a gap. About 10% of male engineers were working in an unrelated field, while some 13% of female engineers were. Women who became engineers disproportionately left for other sectors.
The survey suggests options such as working conditions, pay, promotion-opportunities, job location and family-related reasons. As it turned out, more than 60% of the women leaving engineering did so because of dissatisfaction with pay and promotion opportunities. More women than men left engineering for family-related reasons, but that gender gap was no different than what Hunt found in nonengineering professions. "It doesn’t have anything to do with the nature of the work," says Hunt.
The question then becomes why women engineers feel so stifled (窒息) when it comes to pay and promotion. Women also left fields such as financial management and economics at higher than expected rates. The commonality, like engineering, those sectors are male-dominated. Some 74% of financial-management degree holders in the survey sample were male. Men made up 73% of economics graduates. And to take one example from engineering, some 83% of mechanical-engineer grads were male.
Jennifer Hunt concludes that focusing on making engineering jobs more family-friendly alone—by offering flexible work schedules, say—misses an important part of the mark. If we desire to keep women working as engineers, whether for their sakes or society’s, then a better focus may be creating work environments where women feel more able to climb the career ladder.
From the survey we can infer that ______.