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It might have served her better to explain how she was contributing to the company and ask for the promotion first.
如果她能闡述一下自己對公司做出了怎樣的貢獻再要求晉職，結果也許會好很多。
Even today, mentioning gender in work situations often makes people visibly uncomfortable.
直到今天，在工作場合提及性別問題，常常會讓人們表現得很不自在，
To their credit, many institutions have worked hard to sensitize people to these issues, especially sexual harassment.
這導致許多機構都很努力地讓人們對這些問題（尤其是性騷擾）變得更加敏感。
But while human resources seminars can raise consciousness and help protect employees,
盡管人力資源研討會可以增強員工的自我保護意識、幫助維護員工的權益，
they have also raised the specter of legal action, which can create real barriers to these conversations.
但豎起法律大旗的同時也造成了某種陰影，很可能會對這類變革造成真正的障礙。
The federal and state laws that are designed to protect employees against discrimination
目前，美國聯邦政府和各個州都制定了相關法律，以保護員工不受歧視，
specify only that an employer cannot make decisions based on certain protected characteristics such as gender, pregnancy, and age.
但只強調雇主不能基于某些被保護特征，如性別、懷孕和年齡等做出人事決定。
But companies usually take the policy a step further and teach managers not to ask anything related to these areas.
但是，公司方面常常會把這些規定執行得過了頭，以致管理者在提問時絕對不敢涉及以上任何領域，
Anyone making even a benign inquiry such as "Are you married?" or "Do you have kids?"
甚至連善意地問一句“你結婚了嗎”或者“你有孩子嗎”
can later be accused of basing a personnel decision on this information.
都會在此后發生人事變動時被指責利用了這些信息。
As a result, a manager who is trying to help a female employee by pointing out a gender-driven style difference could be charged with discrimination for doing so.
那么一位經理本想幫助一位女員工，告訴她行事風格不同是因為男女有異，這就可能會被指控為他有性別歧視。
The first time I asked a prospective employee if she was considering having children soon,
當我第一次問一個很有潛力的女性員工是否考慮馬上要孩子時，
I understood that doing so could expose me and my company to legal risk.
我就很清楚這么做可能會讓自己和公司面臨法律風險。
Unlike many women, I was in a position to evaluate that risk and chose to take it.
和許多女性不一樣，我的職位讓我能夠去考慮到這樣的風險，并敢于去挑戰它。
