During a job interview, we are frequently asked, "what are your strengths?"
在求职面试中，我们经常被问到:“你的长处是什么?”
How you answer may depend on your gender.
如何回答可能取决于你的性别。
That's the conclusion of new research, which suggests that men are far more comfortable with self- promotion than are women.
一项新研究的结论表明，男性比女性更易于自我推销。
According to Christine L. Exley, who teaches at the Harvard Business School and Judd B.Kessler, who teaches at Wharton,"the gender gap in self-promotion is not driven by agender gap in confidence."
在哈佛商学院任教的克里斯汀L.埃克斯利和在沃顿商学院任教的贾德.B.凯斯勒认为，“自我推销中的性别差距并不是由信心方面的性别差距驱动。”
They found that women consistently rated their performance on a test lower than did men-even though men and women had the same average score on the test, and even when women knew how they had done on the test.
即使男性和女性在测试中的平均得分相同，甚至当女性知道自己在测试中的表现如何，女性在测试中的表现也始终低于男性。
In the study, 900 online survey participants were divided into three distinct experiments.
在这项研究中，900名在线调查参与者参与三个不同的实验。
All participants answered 20 questions from the Armed Services Vocational Aptitude Battery test.
所有参与者回答了武装部队职业能力倾向测试中的20个问题。
They were then asked how many test questions they believed they had answered correctly as well as other questions designed to measure their levels of self- promotion.
然后，他们被问道认为自己答对了多少道测试题，以及其他旨在衡量自我推销水平的问题。
In one of the experiments, the participantswere told that one of the answers to the self-promotional questions would be the sole basis for a prospective employer to decide who would be hired and what they would be paid.
在其中一个实验中，参与者被告知，自我推销类问题的答案之一将是未来雇主决定聘用对象及工资水平的唯一依据。
In this situation, women were much more likely to report lower performance than men,eventhough they actually had similar scores(the average responder had 10 questionsright).
在这种情况下，女性更有可能比男性表现得更差，尽管他们的分数实际.上相差无几(平均答对10个问题) 。
The researchers found that same gender gap in self-promotion even after the participants were given full access to their own scores as well as their performance relative to others.
研究人员发现，即使参与者完全了解自己的分数以及自.己相对于其他人的表现，他们在自我推销方面的性别差异依然存在。
What is so notable about this research is that the confidence gap does not explain the self-promotion gap-that is, it is not simply that women think they have underperformed.
值得注意的是，两性自信的差异并不能解释自我推销的差异一也就是说， 不仅仅是因为女性认为自己表现不佳。
Even when women know they've done as well as men,they still self- promote.less.
即使女性知道自己表现得和男性不相，上下，她们仍然很少进行自我推销。
“This is not so surprising given research showing that women engaging in assertive behavior tends to backfire, leadingwomen to rationally self-censor such behaviors,”notes Naomi Schoenbaum, a professor at GW Law.
乔治华盛顿大学法学院教授娜奥米.斯科恩鲍姆指出:“这并不奇怪，因为研究表明，做出自信行为的女性往往适得其反，导致她们理性地审视这种行为。”
This means we have to think seriously about the advice on how to increase gender equality in the workplace.
这意味着，我们必须认真考虑关于如何增强职场性别平等的建议。
While we can simply tell women to "lean in"-to promote more, negotiate more, and take themselves more seriously-that blames the women for not taking the right steps and may lead to enterprises that“crash and burn," as Carbone describes.
虽然我们可以简单地告诉女性“向前一步”一更 多地推销、更多地谈判、更认真地对待自己一但这也归咎于女性没有采取正确的步骤，并可能导致企业“崩溃”，正如卡彭所描述的那样”。
了解更多英文外刊和资讯，在英语时代。关注我，让思维与时代接轨！
