向前一步:第58期 要成功 也要受欢迎(9)

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　　Professional advancement¹ depends upon people believing that an employee is contributing to good results. 职场成就取决于一个雇员是否有助于工作的积极进展。

　　Men can comfortably claim credit for what they do as long as they don't veer² into arrogance³. 只要不滑向狂妄自大，男性在工作上的成就很容易得到承认；

　　For women, taking credit comes at a real social and professional cost. 但对女性来说，“邀功”往往意味着将在社会与职场的形象上有所牺牲。

　　In fact, a woman who explains why she is qualified⁴ or mentions previous successes in a job interview can lower her chances of getting hired. 事实上，女性如果在面试中阐述自己为什么能胜任这份工作，或是提到以前工作中的成功，实际上反倒会降低她被雇用的可能性。

　　As if this double bind⁵ were not enough to navigate⁶, 女性除了要应付这种两难境地，

　　gendered stereotypes⁸ can also lead to women having to do additional work without additional reward. 另外由于性别成见，有时还必须在没有额外报酬的情况下做额外的工作。

　　When a man helps a colleague, the recipient⁹ feels indebted to him and is highly likely to return the favor. 当一个男性帮助同事时，被帮助者会觉得亏欠于他，并且非常有可能给予回报。

　　But when a woman helps out, the feeling of indebtedness is weaker. 但如果是一个女性对他施以援手，这种受人恩惠的感觉则相对弱些。

　　She's communal¹⁰, right? She wants to help others. 女性就应该乐于助人，不是吗？是她自己想要帮助别人。

　　Professor Flynn calls this the "gender⁷ discount" problem, 弗林教授称此为“性别轻视”，

　　and it means that women are paying a professional penalty for their presumed desire to be communal. 意思是人们预设女性有为公共利益服务的意愿，一旦违背这样的预设，女性就会在职场上尝到苦果。

　　On the other hand, when a man helps a coworker, it's considered an imposition 另一方面，一个男性对工作伙伴施以援手则被看作是在做额外的工作，

　　and he is compensated¹¹ with more favorable performance evaluations¹² and rewards like salary increases and bonuses. 他会因此得到更好的评价、加薪和奖金等回报。

　　Even more frustrating¹³, when a woman declines to help a colleague, she often receives less favorable reviews and fewer rewards. 令人更沮丧的是，当一个女性拒绝帮助同事时，她通常会得到不太有利的评价，回报也更少。

　　But a man who declines to help? He pays no penalty. 但如果拒绝帮助同事的是个男性呢？他通常不会受到什么惩罚。

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