TED演讲之性别无限:为什么女性领导那么少?(3)
If you test men and women,
如果你测试男性和女性，
and you ask them questions on totally objective criteria like GPAs,
你问他们问题，按完全客观的标准平均成绩来算，
men get it wrong slightly high,
男性会错误的高估一些，
and women get it wrong slightly low.
女性则会错误地低估一些。
Women do not negotiate for themselves in the workforce.
女性在职场不会为自身利益去谈判。
A study in the last two years
在过去两年，
of people entering the workforce out of college
关于人们从学校进入职场的一个调查
showed that 57 percent of boys entering,
表明57%的男生
or men, I guess,
或男性进入职场，我猜
are negotiating their first salary,
会协商他们的第一份薪水，
and only seven percent of women.
只有7%的女性会去协商。
And most importantly,
更重要的是，
men attribute their success to themselves,
男性把他们的成功归功于他们自身，
and women attribute it to other external factors.
而女性则归功于其他外部因素。
If you ask men why they did a good job,
如果你问男性为什么他们能把工作做好，
they'll say, "I'm awesome.
他们会说，“我棒极了。
Obviously. Why are you even asking?"
这是显而易见的。这还用问吗？”
If you ask women why they did a good job,
如果你问女性是什么使她们在工作中出色，
what they'll say is someone helped them,
她们会说有人帮助她们，
they got lucky, they worked really hard.
她们很幸运，她们工作异常努力。
Why does this matter?
这个问题很重要吗？
Boy, it matters a lot
大家，这关系很大
because no one gets to the corner office
因为没人得到角落办公室的职位
by sitting on the side, not at the table,
要是只坐在旁边，而不是桌边。
and no one gets the promotion
没人得到提升
if they don't think they deserve their success,
如果他们认为他们不应享有这成功，
or they don't even understand their own success.
或者他们甚至不明白他们自己的成功。
I wish the answer were easy.
我但愿这答案是容易的。
I wish I could just go tell all the young women I work for,
我希望我尽可能告诉我所共事过的所有年轻女性，
all these fabulous women,
所有这些非常棒的女性，
"Believe in yourself and negotiate for yourself.
“相信你们自己，为自身利益要讨价还价。
Own your own success."
把握住你的成功。”
I wish I could tell that to my daughter.
我希望我也能告诉我的女儿。
But it's not that simple.
但这不是很简单。
Because what the data shows, above all else, is one thing,
因为首先是数据表明的是一件事
which is that success and likeability
它表明成功和人缘亲切性
are positively correlated for men
对于男性来说是积极影响的
and negatively correlated for women.
而对于女性来说是负面影响的。
And everyone's nodding,
每个人都点头，
because we all know this to be true.
因为我们大家都知道这是真的。
There's a really good study that shows this really well.
一个非常棒的研究也很好地表明了这一观点。
There's a famous Harvard Business School study
哈佛商学院的一个著名研究
on a woman named Heidi Roizen.
是有关于一位叫海蒂·罗森的女性。
And she's an operator in a company
她是硅谷一家公司的
in Silicon Valley,
负责人，
and she uses her contacts
她使用她的关系
to become a very successful venture capitalist.
成为一名非常成功的风险资本家。
In 2002 — not so long ago —
在2002年，不久前
a professor who was then at Columbia University
当时在哥伦比亚大学的一位教授
took that case and made it Howard Roizen.
做这个例子和把它改成霍华德·罗森。
And he gave the case out, both of them,
他把这个案例，他们两人
to two groups of students.
向两组学生展示。
He changed exactly one word:
他只改变了一个词：
"Heidi" to "Howard."
海蒂到霍华德。
But that one word made a really big difference.
但这个词就造成了非常大的差异。
He then surveyed the students,
然后他调查学生。
and the good news was the students, both men and women,
好消息是学生们，男生和女生
thought Heidi and Howard were equally competent,
认为海蒂和霍华德都是能力相当的，
and that's good.
这很好。
The bad news was that everyone liked Howard.
但坏消息是每个人都喜欢霍华德。
He's a great guy. You want to work for him.
他是个了不起的人，大家都想和他共事，
You want to spend the day fishing with him.
大家都想和他去钓鱼。
But Heidi? Not so sure.
但海蒂呢？不好说。
She's a little out for herself. She's a little political.
她有点只为自己着想，对政治有点热衷。
You're not sure you'd want to work for her.
大家不太想和她共事。
This is the complication.
这是复杂的。
We have to tell our daughters and our colleagues,
我们得告诉我们的女儿和我们的同事，
we have to tell ourselves to believe we got the A,
我们得告诉我们自己相信我们能获得A，
to reach for the promotion,
得到提升，
to sit at the table,
坐在桌边。
and we have to do it in a world
我们在这世上得做到这点
where, for them, there are sacrifices they will make for that,
在世上，女性要争取这些就得做出牺牲，
even though for their brothers, there are not.
尽管她们的兄弟不用为此而付出牺牲。
The saddest thing about all of this is that it's really hard to remember this.
所有关于这的最可悲的事是很难记住这个。
And I'm about to tell a story which is truly embarrassing for me,
我将讲个对我来说是个真正尴尬的故事，
but I think important.
但我认为它很重要。
演讲简介：
Facebook首席运营官谢乐尔·桑德伯格看到为什么女性在职业高管比例中要比男性所占比例小，她讲了让女性直至总裁级高管的3个强有力的建议。
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