在男性主宰的領域求職 你必須展現出女漢子的氣概

Any woman who has applied for a job in a male-dominated field faces a quandary: Does she play up her feminine strengths, such as being supportive or a good listener, or emphasize traits more associated with men, such as assertiveness?
在男性主宰的行業，女性求職時常常會面臨這樣一種困惑：應該發揮女性的特長，例如樂於助人和善於傾聽，還是應該強調更多與男性有關的品質，例如果斷？

It turns out that showcasing “manliness” is the better strategy, according to a study in the latest issue of Psychology of Women Quarterly.
最新一期《女性心理學季刊》（Psychology of Women Quarterly）發表的一項研究顯示，展現“男子氣概”是更好的策略。

In a laboratory experiment, a group of more than 600 undergrads from Michigan State evaluated a group of women applying for an engineering management job. They concluded that women who described themselves using traits traditionally associated with men — independence, or a focus on achievement — were seen as more fitting for the job than those who emphasized traits often seen as more feminine (warmth, supportiveness, and nurturing).
在實驗中，來自密歇根州立大學（Michigan State）的600多名本科生，對一組申請工程管理職位的女性進行了評估。最終的評估結果是，他們認爲，使用通常與男性相關的特徵——如獨立或注重業績等——來描述自己的女性，比強調更女性化的品質（熱情、樂於助人和體貼等）的女性求職者，更適合這個崗位。

“We found that ‘manning up’ seemed to be an effective strategy, because it was seen as necessary for the job,” said Michigan State’s Ann Marie Ryan, who co-authored the study with Jennifer Wessel and several others.
密歇根州立大學的安妮o瑪麗o瑞安表示：“我們發現，‘像男人一樣’似乎是有效的策略，因爲這是工作的需要。”瑞安與珍妮佛o維塞爾和其他同事共同組織了該項研究。

The study is the latest in a growing body of work examining how women survive and thrive in the often-male dominated worlds such as top management.
對於女性如何在男性主導的領域生存和發展，近期出現了越來越多的討論，這項最新研究便是其中之一。

Ryan and her team chose engineering because women are so poorly represented. Only 11.7 percent of engineers, according to the National Science Foundation, were women in 2011. Research released this week found nearly 40 percent of female engineering graduates quit the profession or never even get a job in the field.
瑞安及其團隊之所以選擇工程領域，是因爲該領域女性極少。據國家科學基金會（National Science Foundation）的統計，2011年，僅有11.7%的工程師爲女性。上週公佈的研究發現，接近40%的工程專業女性畢業生，放棄了所學專業，或者根本沒有找到工程類工作。

In the first phase of a three-year NSF study that surveyed 5,300 engineering alumnae spanning six decades, University of Wisconsin-Milwaukee Educational Psychology Professor NadyaFouad also found that two-thirds of those who left the field within five years said they pursued better opportunities in other fields, while a third stayed home with children because companies wouldn’t accommodate them.
美國國家科學基金會三年期研究的第一階段，對60多年內的5,300名工程專業女畢業生進行了調查，此外，威斯康星大學密爾沃基分校（University of Wisconsin-Milwaukee）教育心理學教授娜迪亞o弗瓦德還從研究中發現，在5年內離開工程領域的女性畢業生中，有三分之二表示她們在其他領域找到更好的機會，另外三分之一則在家相夫教子，因爲沒有公司願意接受她們。

“These women are more vulnerable to being pushed out because they typically aren’t in the internal ‘good old boys’ network,” said Fouad, who conducted her research with MSU colleague Romila Singh.
弗瓦德與密歇根州立大學的羅米拉o辛格合作進行了該項研究。她表示：“這些女性更容易遭到排擠，因爲她們不屬於內部的‘好哥們’圈子。”

One of the biggest challenges for women in male-dominated fields, such as science, according to earlier research, is combating perceptions that certain top management jobs are “male positions” that require a skill set more associated with men.
早期的研究顯示，在男性佔主導的領域，如科學領域，女性面臨的最大挑戰之一，是如何克服某些根深蒂固的觀念，即某些高管職位是“男性專屬崗位”，需要的是與男性相關的技能。

The research community in the past has been divided over how women should combat these inherent biases.
對於女性如何克服這種固有偏見，研究領域也曾出現分歧。

Some have found that women face a potential backlash if they attempt to highlight their tough side, while a 2011 study in the Journal of Occupational and Organizational Psychology found that women who are aggressive, assertive, and confident — and can turn those traits on and off depending on the situation — get more promotions than either men or other women.
有些研究認爲，如果試圖展示她們硬朗的一面，女性可能會面臨激烈的反對，而《職業與組織心理學期刊》（Journal of Occupational and Organizational Psychology）2011年的研究發現，具備侵略性、果敢、自信等品質，並且可以根據具體情況展現這些品質的女性，會比男性或其他女性得到更多升職機會。

Fouad said much of that research is misplaced because it implies women themselves need to change to fit expectations of these fields and that it amounts to “blaming the victim.”
弗瓦德說道，那項研究很大一部分都存在誤導，因爲它暗示女性自己需要做出改變，來滿足這些領域的預期，這就像是在“怪罪受害者”。

“The narrative in all these articles is always what is wrong with these women. They are not succeeding. They are not staying. They are not persisting in this male-dominated occupation,” she said. “We are saying these aren’t the right questions to be asking. The onus should not be on women to change their behavior to fit into some interviewer’s perception of how women behave.”
她說道：“這些文章中都是一副‘女性錯在哪裏’的口吻。她們沒有成功。她們沒有留下來。她們沒有在男性主導的領域堅持下來。我們認爲，這些都不是癥結所在。女性沒有義務改變自己的行爲，來迎合個別面試官對於女性行爲方式的觀念。”Ryan, though, was careful to say that women should not attempt to reinvent themselves for a job in a male-dominated field, nor should they just toss out the male traits without linking them to characteristics of the job. She also said women shouldn’t be afraid to bring up their softer side as the interview goes along, although her study found bringing up the fact they are a woman without explaining its significance to the job resulted in “negative personal evaluations.”
但瑞安更爲謹慎地表示，女性不應該爲了在男性主導領域工作而徹底改變自己，也不應該不顧工作特性便拋棄男性特質。她還認爲，在面試過程中，女性不必害怕展示自己更柔軟的一面，雖然她的研究發現，如果只是表現出自己女性的一面，卻不說明這對於工作的重要性，其結果往往是得到“負面的個人評價”。

“It’s not simply talk about this or don’t talk about that,” Ryan said.
瑞安表示：“這並非簡單地說什麼或不說什麼的問題。”

“What I’m trying to look at is how do you talk about your social categories,” she added. “Is there a way to talk about being a woman in a male dominated field or ethnic minority in an organization that is not very diverse? Can you talk about it in a way where people feel comfortable with the interaction but also where you can make your point about your qualifications? Or are there ways to talk about it which people react negatively to?”
她補充道：“我正在研究的是如何談論社會類別。有沒有一種方式，可以用於在男性主導領域談論身爲女性的事實，或者在多樣化程度不高的組織內談論作爲少數羣體的事實？你的表達方式能否既讓對方對這種交流感到舒服，又能明確說明自己的條件？有哪些表達方式會導致對方做出負面反應？”

Ryan’s work is part of the growing field of identity management in which researchers are examining how various groups looking for work handle potential bias. Among those that Ryan has looked at are military veterans, African-Americans, gays and lesbians, Arabs, older Americans and the disabled.
瑞安的研究屬於快速發展的身份管理領域——研究人員正在研究不同求職羣體應對潛在偏見的方式。研究對象包括退伍老兵、非洲裔美國人、同性戀、阿拉伯人、老年美國人和殘疾人。

Ryan’s goal is for her research to lead to better guidance for prospective employees as well as improvements in way human resources departments deal with applicants.
瑞安研究的目標，是爲潛在員工提供更有效的指導，並促使人力資源部門完善對待求職者的方式。

Companies, she said, could improve their online application process, possibly replacing a name with a number to avoid any potential bias as well as giving someone space to explain who they are beyond simply listing their gender, ethnicity or race.
她說道，公司可以完善其在線申請程序，例如用數字來代替姓名，以避免潛在偏見，並給求職者提供介紹自己的空間，而不是簡單地列出他們的性別、民族或種族。

They could also train recruiters to be aware of their own biases coming into interviews and set up a monitoring system that would help uncover potential discrimination in the hiring process. Another option would be taping the job interviews.
此外，他們還可以培訓招聘人員注意自己在招聘過程存在的偏見，並建立監督系統，幫助發現招聘過程中可能存在的歧視現象。另外一種選擇是將面試過程錄像存證。

“Because implicit bias is so insidious, I would actually record those interviews so that somebody can go back and audit,” Fouad said. “If the focus is on helping people get the most diverse and the best candidates and diverse pool of candidates, then all recruiters and interviewers need to know how they are reacting to various traits in individuals and they need to have that monitored so it is easily identified and corrected.”
弗瓦德說道：“由於內隱偏見非常隱蔽，因此我需要記錄這些面試過程，以便進行後續審查。如果招聘人員和麪試官的目的是幫助公司尋找最多樣化和最優秀的求職者，爲公司儲備多樣化的人才，那麼他們就需要知道如何應對求職者的不同性格，並接受監督，以便發現潛在的偏見，並予以糾正。”