評論
打印
When their performance is reviewed, Ms Criado Perez argues that women are criticised for being bossy,
當評論她們的表現時，克里亞多·佩雷斯爭辯稱，女性因專橫、
abrasive or strident, whereas men are encouraged to be more aggressive.
冷酷或嚴厲而受批評，而男性卻被鼓勵要更好斗一些。
But if women are warm and friendly, they get criticised for being insufficiently professional.
但如果女性溫柔友善，她們又會因不夠專業而受批評。
Women's physical health, too, may be affected by male-dominated design. Their bodies absorb chemicals more quickly than men's do.
女性的身體健康也受到男性主宰設定的影響。她們的身體吸收化學物品的速度比男性快。
The long-term effects of inhaled particles on (mostly male) miners have been studied extensively;
吸入顆粒對曠工（大部分為女性）的長期影響已被廣泛研究；
those of cleaning products on (mostly female) cleaners have not.
而清潔用品對清潔工（大部分為女性）的研究卻沒有。
In construction and engineering, tools and safety jackets are designed for male hands and bodies, not female ones.
在建筑和工程業，工具和安全夾克都是按照男性手掌和身材設計的，不是女性。
Bulletproof and stabproof jackets are also designed for men and thus do not fit women comfortably;
防彈夾克和防刺夾克也都是為男性設計的，因此不太適合女性穿著；
a British police officer removed her jacket so she could use a hydraulic ram to enter a flat, only to be stabbed and killed.
一名英國警官脫下了她的警服，這樣她就可以用水錘泵進入公寓，結果卻被捅死了。
Many men do not realise there is a problem. Those who believe they are objective when recruiting
很多男性沒有意識到有問題。但那些自認為在招聘時很客觀的人
are nevertheless more likely to hire another man than a woman with identical qualifications, as a paper from 2007 showed.
更可能雇傭另一名男性而不選擇一名同等條件的女性，如2007年的一份論文所述。
A similar issue is apparent with race, as Jennifer Eberhardt, a professor at Stanford University,
同樣的問題也出現在種族上，如斯坦福大學教授珍尼弗·愛伯哈特
describes in her book "Biased: The New Science of Race and Inequality".
在她的作品《Biased: The New Science of Race and Inequality》一書中所述。
An American study showed that candidates with blacksounding names get fewer callbacks than those with traditional European names.
一項美國研究表明，名字聽起來像黑人的候選人得到回復的機會比那些擁有傳統歐式名字的人要少。
Even highly qualified African-Americans received fewer calls for interview than whites with lesser qualifications.
即便是高學歷的非裔美國人收到面試通知的幾率也比資歷不高的白人要少。
White people with a criminal record received as many callbacks from employers as black people who had never committed an offence.
有案底的白人收到雇主反饋的幾率和沒有案底的黑人一樣多。
And this was true whether or not the company described itself as an "equal opportunity employer".
不論公司是否稱自己的是一家“機會平等的公司”都是如此。
It is natural if you have succeeded in work to assume this was down to your own merits.
如果你在工作中取得了成功，你自然會認為這都是你自己的功勞。
But the existence of hidden biases shows that the playing field is not level.
但隱藏偏見的存在表明競爭環境不公平。
As both authors argue, preventing discrimination depends not on white men discovering their inner liberal
正如兩位作者所言，防止歧視不取決于白人男性發現了他們的內心自由
but on decisions being taken by those with broader perspectives.
而是取決于那些擁有更廣闊視角的人所采取的決定。
If every executive carries a hammer, it might not occur to them that some jobs need a screwdriver.
如果每個高管都拿著一把錘子，他們可能不會想到一些工作需要一把螺絲刀。
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