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At Goldman Sachs in the late 1990s, management committee partner Bob Steel recognized this perception problem and came up with an admirable solution.
20世紀90年代末，高盛公司管理委員會的合伙人鮑勃·斯蒂爾不僅意識到了這個問題，還想到了極妙的解決方法。
The father of three daughters, Steel told a training class that he had a "breakfast or lunch only policy"
已經有3個女兒的斯蒂爾在一次培訓課上提到，由于他對于和女性職員在外吃晚餐感到不自在，
with employees because he felt uncomfortable going out to dinner with female employees and wanted to make access equal.
同時又想表現得對職員一視同仁，所以制定了“只能共進早餐或午餐”的政策。
Sharon Meers worked at Goldman at the time and said Steel's decision caused a bit of a stir, but she thought his candor was heroic.
莎倫·密爾茲當時在高盛工作，她說斯蒂爾的這個決定還引起了一陣小轟動。
Anything that evens out the opportunities for men and women is the right practice.
任何能讓男女機會平等的事情都是正確之舉：
Some will get there by adopting a no-dinner policy; others may adopt a dinner-with-anyone policy.
有的人可以通過“不共進晚餐”的方式，有的人可以通過“誰都能找我吃晚餐”的方式。
In either case, we need practices that can be applied evenly.
不管是哪種情況，我們都需要更為公平的做法。
Many companies are starting to move from informal mentoring that relies on individual initiative to more formal programs.
許多公司已開始從個人自發的非正式指導關系轉向更正式的合作。
When taken seriously, these formal mentorship/sponsorship programs can be remarkably successful.
當這種指導關系被認真對待時，這些正式的指導及贊助合作項目會相當成功。
One study showed that women who found mentors through formal programs were 50 percent more likely to be promoted than women who found mentors on their own.
研究顯示，通過正式項目找到導師的女性，其升職的可能性比自己找到導師的女性高出50%。
