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(单词翻译:双击或拖选)
What do your co-workers think of your performance on the job?
你的同事认为你的工作表现如何?
If you're a woman, you're three times more likely than a man to answer that question wrong.
如果你是女性，那你答错这个问题的机率是男性的3倍。
Women handicap themselves on the job by chronically1 underrating their standing2 with bosses and co-workers, says a new study slated3 for presentation next month to the Academy of Management's annual meeting. (1) When asked to predict how they were rated by managers, direct and peers, women were significantly poorer at predicting others' ratings than men，says the study of 251 managers by Taylor of the University of New Mexico.
将在管理学会(Academy of Management)下个月举行的年会上提交的一项新研究表明，女性习惯性地低估自己在老板和同事心目中的地位，从而阻碍了自己的事业发展。 ( 1)新墨西哥大学的泰勒对251名管理人员进行的研究发现，当被要求预测上司、直接领导和同事给自己的评分时，女性预测的准确度远远不如男性。
A lack of self-confidence isn't the problem. The women surveyed thought highly of themselves compared with men in the study. But the female simply believed others regarded them as far less competent than they actually did, on a wide range of social and emotional skills related to leadership, according to the study. The ratings encompassed4 a wide range of attributes, from communication and conflict management to trustworthiness and teamwork.
问题不在于缺乏自信。受调查者中，女性比男性对自己评价更高。但研究显示，她们就是觉得自己与领导能力相关的众多社会和情感技能被别人极大地低估了。评分包括交流沟通、处理冲突、可信度和团队合作等多方面的特质。
Overall, averaging all the ratings, the gap between prediction and reality was three times greater for women than for men. (2) "women are so accustomed to decades of being ‘disappeared’ or ignored, and to hearing histories of women whose contributions went unnoticed，that they assume these conditions exist to the same extent today," Dr. Taylor says.
总体上看，将所有评分平均下来，女性的预测和现实之间的差距是男性的3倍。(2)泰勒说，女性几十年来习惯了被忽视，总是听到有关女性的成绩被忽略的陈年旧事，因此她们以为这些情况现在依然如故。
A few companies, of course, have fair, transparent5, performance-based compensation systems that eliminate gender6 inequities.
当然，一些公司拥有公正、透明、基于工作表现的奖励系统，消除了性别歧视。
But at most employers，expecting to be devalued can exact a big toll7. A friend of mine says she underestimated her standing at work for years and paid a high price in her paycheck. She started at a low-paid entry-level job at her company and advanced quickly up the ladder. (3) But she didn't ask for a raise for several year, only to find out later that she was making 50% less than peers with similar or less experience.
但在大多数公司里，低估自己可能会付出很高的代价。我的一位朋友说，她多年来一直低估自己在工作中的地位，为此在薪资方面损失惨重。她在公司从低薪的人门级职位干起，升职很快。（3）但她几年都没有要求加薪，最后才发现资历跟她相同或哺乳她的同事都挣得比她多一半。
"It came as a shock when I discovered how underpaid I was," she says. "I really shot myself in the foot by not being a self-promoter." (4) The lesson: If your employer lacks a systematic8 comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement9," my friend says.
她说，当我发现自己的薪水有多低时，简直太吃惊了，我自己不去要求，这真是自作自受。(4)我朋友说，这件事的教训是：如果你的雇主没有系统的薪酬制度，那你要是关心自己的事业或薪水长进，就得自力更生，替自己说话。
My male peers have pointed10 out my own blind spots in this regard. Years ago, when I first learned how much a female executive at my company was paid, I marveled, "Wow，that's a lot." The male colleague who told me roared with laughter. "You think that's a lot?" he asked me he asked me incredulously."That's half what men at her level make."
我的一些男同事曾经指出我在这方面的盲点。多年前我首次得知公司里的女性管理人员的薪水时，我惊叹道，哇，真是太高了。告诉我这件事的男同事大笑起来。他怀疑地问，你真觉得很多吗？这只是她那个级别的男主管薪水的一半。
Readers, do you have trouble promoting yourselves? Do you see women around you undervaluing their contributions? Does your workplace have transparent, performance-based advancement or compensation systems that help eliminate gender inequities? Or do workers of both genders11 have to do a lot of self-promotion to get ahead?
读者们，你在推销自己这方面遇到过问题吗?你周围的女性有没有低估自己的成就?你所在的公司是否有可帮助消除性别歧视的透明的、基于工作表现的晋升或薪资体系?抑或无论男女，员工都必须进行大量的自我推销才能成功?
四六级句型讲解
1. When asked to predict how they were rated by managers, direct reports and peers, women were significantly poorer at predicting others' ratings than men, says the study of 25 I managers by Scott Taylor of the University of New Mexico.
本句是一个复合句， says之前的成分充当says的宾语。主句是 women...than men. when asked...peers是独立主格结构，逻辑主语是后面的women。
语法重点：宾语从句，独立主格结构
2. Women are so accustomed to decades of being "disappeared" or ignored, "and to hearing histories of women whose contributions went unnoticed, that they assume these conditions exist to the same extent today," Dr. Taylor says.
本句是-个复合句，主句是women are...when notice do其中whose引导限制性定语从句，修饰women。后面that引导结果状语从句，与前面的so相呼应。 assume后面是省略了引导词的宾语从句。
语法重点：定语从句，结果状语从句，宾语从句
3. But she didn't ask for a raise for several years, only 10 find out later that she was making 50% less than peers with similar or less experience.
本句是一个复合句。only to find...experience不定式短语作结果状语。其中that引导宾语从句，作find out的宾语。
语法重点：不定式短语作状语，宾语从句
4. The lesson: If your employer lacks a systematic comp policy, "you really have to self-promote and lobby for yourself if you care about your career or salary advancement." my friend says.
本句是一个复合句。冒号后面的内容是对lesson的解释说明。 my friend says前面的成分，充当says的宾语。两个if分别引导两个条件状语从句。
语法重点：宾语从句，条件状语从句
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1
chronically
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| ad.长期地 | |
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standing
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| n.持续，地位；adj.永久的，不动的，直立的，不流动的 | |
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slated
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| 用石板瓦盖( slate的过去式和过去分词 ) | |
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encompassed
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| v.围绕( encompass的过去式和过去分词 )；包围；包含；包括 | |
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transparent
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| adj.明显的，无疑的；透明的 | |
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gender
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| n.（生理上的）性，（名词、代词等的）性 | |
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toll
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| n.过路(桥)费；损失，伤亡人数；v.敲(钟) | |
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systematic
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| adj.有系统的，有计划的，有方法的 | |
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advancement
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| n.前进，促进，提升 | |
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pointed
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| adj.尖的，直截了当的 | |
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genders
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| n.性某些语言的（阳性、阴性和中性，不同的性有不同的词尾等）( gender的名词复数 )；性别；某些语言的（名词、代词和形容词）性的区分 | |
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