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Innovisor, a consulting firm, conducted research in twenty-nine countries and found that when men and women select a colleague to collaborate with,
創新者咨詢公司對29個國家的工作現狀做了一項調查，發現當選擇工作伙伴時，
both were significantly more likely to choose someone of the same gender.
男性和女性都明顯更傾向于選擇和自己性別相同的人。
Yet diverse groups often perform better.
然而，事實證明，一個成員多樣化的團隊往往能創造出更好的業績。
Armed with this information, managers should take a more active role in mixing and matching when assigning teams.
以此為據，管理者應該在規劃團隊時主動地對其成員加以交叉混合，
Or, at the very least, managers should point out this tendency to give employees the motivation to shake things up.
至少也要表明這種意圖，讓員工有動力做出改變。
My own attempts to point out gender bias have generated more than my fair share of eye rolling from others.
我自己也曾嘗試指出性別偏見，結果招來他人更多的白眼。
At best, people are open to scrutinizing themselves and considering their blind spots; at worst, they become defensive and angry.
最好的結果就是，人們認真審視自己，思考自己的盲點；最壞的情況則是，他們開始為自己分辯，并感到憤怒。
One common instance of bias crops up during job performance evaluations.
最常出現性別偏見的情形是在評估工作業績的時候。
When reviewing a woman, the reviewer will often voice the concern,
當考察一個女員工時，考察者常常會表現出這樣的擔心：
"While she's really good at her job, she's just not as well liked by her peers."
“盡管她的工作表現真的很不錯，但其他人好像不太喜歡她?！?/div>
When I hear language like that, I bring up the Heidi/Howard study and how success and likeability are negatively correlated for women.
當我聽到這類話時，就會引用海蒂/霍華德案例研究告訴他們，對女性來說，成功和受歡迎程度是成反比的。
I ask the evaluator to consider the possibility that this successful female may be paying a gender-based penalty.
我請考察者思考一下，一個成功的女性是否有可能由于性別問題在薪酬方面吃了虧。
Usually people find the study credible, nodding their heads in agreement,
通常人們都會覺得這項研究很有說服力，也表示同意，
but then bristle at the suggestion that this might be influencing the reaction of their management team.
但隨后又反駁說這可能會影響到他們管理團隊。
