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One study found that female professors believed that male Ph.D. students were more committed to their careers than female Ph.D. students,
一項研究發現，女教授們都相信男博士生比女博士生更專注于自己的事業，
even though a survey of the students found no gender difference in their reported levels of commitment.
即使有調查表明在事業投入程度上男女生之間沒什么差距。
Other research suggests that once a woman achieves success, particularly in a gender-biased context, her capacity to see gender discrimination is reduced.
另有研究顯示，一旦某位女性獲得了成功，尤其是在有性別偏見的環境里獲得了成功，那么她對性別歧視的敏感度就會降低。
It's heartbreaking to think about one woman holding another back.
女人去阻礙女人，想到這里就讓人很心痛。
As former secretary of state Madeleine Albright once said, "There's a special place in hell for women who don't help other women."
前國務卿馬德琳·奧爾布賴特曾說過：“地獄為那些不幫助其他女人的女人準備了位置。”
And the consequences extend beyond individual pain.
顯然這種阻礙的結果不光是讓個人遭受到痛苦。
Women's negative views of female coworkers are often seen as an objective assessment — more credible than the views of men.
女性對同性工作伙伴的負面看法常常被看作客觀的評價，聽上去比男性的意見更可信。
When women voice gender bias, they legitimize it.
當女性表達出性別偏見的觀點時，她們會將其合法化。
Obviously, a negative attitude cannot be gender based if it comes from another woman, right? Wrong.
顯而易見，如果提出反對意見的是另一個女性，那么這就意味著她不是基于性別偏見，不是嗎？錯了。
Often without realizing it, women internalize disparaging cultural attitudes and then echo them back.
女性常常在無意中接納了這種性別歧視，又繼續向外傳達出來。
As a result, women are not just victims of sexism, they can also be perpetrators.
結果，女性不僅是性別歧視的受害者，還是實施者。
There is hope that this attitude is changing.
當然，這種態度是有希望改變的。
A recent survey found that "high-potential women" working in business want to "pay it forward,"
有調查發現，在商界中“潛力很大的女性”都想要“接力前進”，
and 73 percent have reached out to other women to help them develop their talents.
有73%的女性員工已經在幫助其他女性發揮自己的才能。
