考研英语水平的进步，不仅要记单词，还需要阅读外语文献等资料。接下来，小编为2024考研者们，整理出——2024考研英语同源外刊:女性比男性更难信任自己老板?供考生参考。
2024考研英语同源外刊:女性比男性更难信任自己老板?
In an internal 2021 study, we measured trust levels of 5.000 U.S. employees across job types and industries. We found that while women and men enter the workforce with essentially the same level of trust in their employers, women’s trust rapidly falls behind men’s and continues to lag throughout their careers. By the time women reach the director level, they trust their employers 30% less than men at the same level. Scores only begin to recover as women enter the senior leadership ranks. Yet even then their trust levels they never fully catch up.
在2021年的一项内部研究中，我们对各行各业的5000名美国员工的信任水平进行了评测。我们发现，虽然女性和男性在进入劳动力市场时对其雇主的信任程度基本相同，但女性的信任度会迅速低于男性，并在其整个职业生涯中持续落后于男性。当女性达到主管级别时，她们对雇主的信任比同级别的男性低30%。只有当女性进入进一级别时，信任度才开始恢复。然而，即使如此，她们的信任度也永远不会与男性完全齐平。
Why aren’t employers’ efforts to create a more transparent and equitable workplace translating into greater trust for women? A key reason, we believe, is that the well-intentioned policies that should promote equity between men and women, such as flex time and performance-based compensation, tend not to benefit women as much or in the same ways as they do men.
为什么雇主们在创造更透明、更公平的工作场所方面所做的努力没有转化为女性更多的信任?我们认为，其中一个关键的原因是，那些本应促进男女平等的善意政策，如弹性工作时间和绩效薪酬制，给女性带来的好处往往没有给男性的那样多，或者带来好处的方式也不一致。
Let’s take a closer look at flex-time policies, which allow employees to schedule their work around parenting or other responsibilities. We expected that such policies would boost trust because they signal that management cares about its employees and gives them agency by trusting them to manage their own time. And indeed, we saw a significant lift in scores. But although women’s trust levels closed in on the men’s, they didn’t catch up.
我们再仔细看看弹性工作制，它允许员工根据养育子女或其他责任来安排工作。我们期望这样的政策会增加信任，因为它们标志着管理层对员工的关心，并通过信任员工自行管理时间来给予他们自主权。确实，我们看到了信任水平的显著上升。但是，尽管女性的信任程度与男性接近，但并没有完全追平。
Why wouldn’t this trust-building policy bring women’s levels at least on par with men’s? To understand, let’s return to Ava, a new mother. Her company offers a generous family-leave policy with paid time off for new parents and ongoing flexibility to schedule work around childcare responsibilities. Though these policies don’t intentionally treat men and women differently, Ava and other new mothers in the company find they depend on the policy more than their male colleagues do and use it differently.
为什么这种建立信任的政策不能使女性的水平至少与男性持平?为了理解这个问题，让我们以艾娃，一位新手母亲为例。她的公司提供了慷慨的家庭休假政策，为新生儿父母提供带薪休假，并持续围绕兼顾育儿责任灵活地安排工作任务。虽然这些政策并没有刻意区别对待男性和女性，但艾娃和公司里的其他新妈妈发现她们比她们的男性同事更依赖这项政策，而且与男性同事的使用方式也不同。
Women are more likely than men to take longer leave and to take it all at once when a new baby arrives, using the flexibility they’re offered to schedule around their children’s needs. As a result, even though they’re as or more productive than their male peers, when they take advantage of the flexibility benefit, they can be perceived as being less dedicated and may be penalized — for example, by being overlooked for certain assignments or promotions. For many women, the flex-time benefit comes at a relative cost, and this can limit trust gains.
女性休长假的可能性比男性更大，而且更有可能根据孩子的需要利用自己获得的弹性工作制，在新生儿一出生时一次性休完。对许多女性来说，弹性工作制的好处是有相对成本的，这可能会限制信任的增加。
词汇:
1.lag
/læɡ/
v. 掉队，落后于; 给(管道等)加防冻保暖层
n. (两件事的)时间间隔; 相位滞后; 绝热层，保温套
2.rank
/ræŋk/
n. 军衔，军阶; (社会、团体中的)地位，等级; (尤指较高的)地位; (警察、士兵等的)队列，行列; 排，列
adj. (植被)茂密的，芜生蔓长的; 难闻的，恶臭的; (强调质量、状况等)极端的，糟糕的
v. 把……分等级，属于某等级; 排列，使排成行
3. perceive
/pəˈsiːv/
v. 认为，理解; 察觉，注意到，意识到
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