評論
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Still, this approach is a bit of a crutch and it does not translate to other companies.
不過，這種方法只是權宜之計，也沒有前車之鑒。
It would be preferable if everyone had permission to talk about this subject both publicly and behind closed office doors.
如果每個人都被允許在公開場合和辦公室里自由地談論這個話題，那就更好了。
One stumbling block is that many people believe that the workplace is largely a meritocracy,
還有一塊很大的絆腳石是，許多人相信職場中奉行的是“一切看實力”的游戲規則，
which means we look at individuals, not groups, and determine that differences in outcomes must be based on merit, not gender.
意思是我們只看個人而非群體的表現，而且導致結果不同的決定因素必然是實力而非性別。
Men at the top are often unaware of the benefits they enjoy simply because they're men,
高層男性常常意識不到僅僅因為自己是男性而享受到的好處，
and this can make them blind to the disadvantages associated with being a woman.
這就讓他們看不到作為女性所存在的弱勢。
Women lower down also believe that men at the top are entitled to be there,
低層女性也相信高層男性的地位來自于實力，
so they try to play by the rules and work harder to advance rather than raise questions or voice concerns about the possibility of bias.
所以她們努力遵從各種規則，努力工作以謀求發展，而不是對可能存在的性別偏見提出質疑、發表意見。
As a result, everyone becomes complicit in perpetuating an unjust system.
結果，所有人都一起在維護這種不公平的體制。
At the same time, we must be careful not to inject gender into every discussion.
與此同時，我們還必須小心，不要把性別問題帶入所有的討論。
I know a male CEO who is enormously dedicated to hiring and promoting women.
我認識的一個男性首席執行官曾花了很大心力去雇用和晉升女員工。
When a female employee kicked off a negotiation by insisting that she should have a higher title and was underleveled because she was a woman,
有一位女員工和他商議時，堅持認為自己的職位應該更高，而且認為自己之所以不被重視是由于身為女性。
it immediately put him on the defense.
他聽到這話不得不立刻反駁。
She was speaking her truth, but in this case, her truth was an accusation with legal ramifications.
她說的是實話，但在這種情況下，實話卻略帶夸張地變成了控訴。
As soon as she framed the issue in those terms, the CEO had no choice but to put their friendly talks on hold and call in HR.
一旦她用這種方式來談問題，首席執行官就別無選擇，只好暫時中斷原本友好的談話。
