The problem with these stories is that they show what the data shows: women systematically underestimate their own abilities. If you test men and women, and you ask them questions on totally objective criteria like GPAs, men get it wrong slightly high, and women get it wrong slightly low. Women do not negotiate for themselves in the workforce. A study in the last two years of people entering the workforce out of college showed that 57 percent of boys entering, or men, I guess, are negotiating their first salary, and only seven percent of women. And most importantly, men attribute their success to themselves, and women attribute it to other external factors. If you ask men why they did a good job, they'll say, "I'm awesome. Obviously. Why are you even asking?" If you ask women why they did a good job, what they'll say is someone helped them, they got lucky, they worked really hard. Why does this matter? Boy, it matters a lot because no one gets to the corner office by sitting on the side, not at the table, and no one gets the promotion if they don't think they deserve their success, or they don't even understand their own success.
这类故事的问题反映了数据中表明的事实:女性整体低估了自身的能力。如果你测试男性和女性,你问他们问题,比如像绩点这样完全客观的领域,男性会错误地高估一些,女性则会错误地低估一些。女性在职场不会为自身利益去谈判。过去两年有一个关于人们从学校进入职场的一个调查表明,57%的男生或男性(我猜)进入职场,会协商他们的第一份薪水,只有7%的女性会去协商。更重要的是,男性把他们的成功归功于他们自身,而女性则归功于其他外部因素。如果你问男性为什么他们能把工作做好,他们会说,“我棒极了。这是显而易见的。这还用问吗?” 如果你问女性是什么使她们在工作中出色,她们会说有人帮助她们,她们很幸运,她们工作异常努力。这个问题很重要吗?大家注意了,这关系很大,因为没人只坐在旁边(而不是桌边)就得到办公室的职位。没人得到提升是因为他们不认为应该享有成功,或者他们甚至不明白自己的成功。
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