大学英语的文章

近年来，阅读在高中英语教学和高考中的地位越来越显著。下面是本站小编带来的大学英语的文章，欢迎阅读!

　大学英语的文章1

妻子护照丢失 印度摄影师无奈一个人度蜜月

An Indian photographer is currently spending his European honeymoon alone, after his wiferealized she had lost her passport.

在一位印度摄影师的妻子意识到自己弄丢护照之后，这位摄影师目前只能独自一人前往欧洲度蜜月。

Faizan Patel tweeted a photo of himself on a plane, next to an empty seat and an image of hiswife, Sana.

菲赞·帕特尔在推特上发了一张自己在飞机上的照片，旁边的空座位上只有他妻子萨纳的一张照片。

"This is how I am travelling with my wife as of now," he tweeted.

他在推文中写到："这正是我和妻子眼下的旅游方式。"

Turns out Sana had lost her passport two days before the couple's scheduled trip to Italy andGreece. Since the newlyweds weren't able to get a refund for their tickets, Sana encouraged herhusband to go at it alone.

就在两人定好行程去意大利和希腊的前两天，萨纳才发现自己的护照不见了。因为这对新婚夫妇不能拿回机票的退款，所以萨纳鼓励丈夫独自一人去度蜜月。

Faizan committed to bringing his wife along in some capacity, though mostly in spirit — andwith a photo of her face.

菲赞承诺尽可能的带上妻子，虽然大部分都只是精神上的--那就是带一张妻子的照片。

His efforts paid off as his tweet reached India's minister of external affairs, who offered to help. "Ask your wife to contact me," Sushma Swaraj tweeted. "I will ensure that she is with you onthe next seat."

皇天不负有心人。印度外交部部长从推特上了解到了他的事迹，主动提出帮忙。"让你妻子来找我，"苏什玛·斯瓦拉杰在推特上回复道，"我会确保下一次她能坐在你身边。"

While the high-powered help did manage to fast track Sana's passport, she still needed toobtain a visa. The good news is that the visa application is currently being processed, so thecouple might be able to reunite soon in Florence.

尽管这一强有力的援助确实帮萨纳迅速找回了护照，但她仍需要得到一份签证。好消息是签证申请目前已经在受理中了，所以这对夫妻很可能会在佛罗伦萨重聚。

　大学英语的文章2

淘宝及阿里巴巴证实 限韩令为谣言

Vendors from China's largest e-commerce platform, Taobao, and its parent company the Alibaba Group last Monday denied rumors that K-pop merchandise and Korean celebrities' names are banned from appearing on the platform during the G20 summit amid soured China-South Korea ties.

上周一，中国最大的电商平台淘宝网及其母公司阿里巴巴集团上的商家否认了由于中韩关系恶化，在G20峰会期间淘宝上禁止出现韩国商品和韩国艺人名字的谣言。

"So far, there has been no notice from Alibaba to remove the names and pictures of Korean pop stars we are using for promotion," a vendor who specializes in customizing high-end K-pop-style sweaters told the Global Times.

一位淘宝网上专门定制高端韩国流行风格毛衣的店主接受《环球时报》采访时表示：“到目前为止，我们还没有收到阿里巴巴方面要求撤下用来宣传的韩国艺人的名字和照片的通知。”

Some influential Sina Weibo accounts reportedly claimed that merchandise related to Korean entertainment - including K-pop-style clothes, pictures, videos and pop stars' names - are not allowed to appear on China's e-commerce platforms, including Taobao and Tmall, especially during the September G20 summit and the "Double 11" online shopping festival in November, reported.

据亿邦动力网报道，一些颇具影响力的新浪微博账户声称，包括韩国流行风格的服装、照片、视频及名字等和韩国娱乐相关的商品，都不准出现在包括淘宝和天猫等在内的中国电商平台上，尤其是在9月份G20峰会期间和11月份“双十一”网购节的时候。

An employee from the public relations department of the Alibaba Group told the Global Times that Taobao has not imposed a ban on Korean merchandise or similar products and terms. Several vendors also confirmed with the Global Times that they have received no such notice.

阿里集团公共关系部门一名员工接受《环球时报》采访时表示，淘宝没有对韩国商品或类似的产品实施禁令。一些卖家也向《环球时报》证实，他们并没有收到这样的通知。

Previous social media posts said that vendors could still sell K-pop merchandise as long as they withdrew pictures of K-pop stars and their names from promotional materials and submitted to supervision by authorities, reported. Those posts had been deleted as of press time.

据亿邦动力网报道，之前曾有一些社交媒体发帖声称，只要卖家撤下宣传材料里韩国艺人的名字和照片，并且提交给监管部门，他们就仍然可以出售韩国流行风格的商品。截止发稿前，这些帖子已经被删除了。

In an earlier poll on Sina Weibo, over 300,000 Net users voiced their support for the Chinese media watchdog's reported actions to limit South Korean entertainers' activities in China.

据新浪微博前段时间的一份民调显示，对于中国媒体监管机构限制韩国艺人在中国活动的举措，超过30万的网络用户表示支持。

　大学英语的文章3

巴特曼海利迪现象 怎样破除对老板的崇拜

Kids Company, a leading UK charity for disadvantaged children, collapsed a year ago amid allegations of gross financial mismanagement.

一年前，Kids Company倒闭了;倒闭前，这家帮助弱势儿童的英国领先慈善机构被指存在严重财务管理不善。

Camila Batmanghelidjh, its flamboyant founder and chief executive, had been elevated to such heights that she was left unchallenged for many years, not only by her staff, donors and board of trustees, but also by the government and media.

事发之前，Kids Company耀眼的创始人和首席执行官卡米拉•巴特曼海利迪(Camila Batmanghelidjh)已被抬得高高在上，多年来一直不受任何人质疑——无论是该机构的员工、金主和理事会，还是政府和媒体。

From the charity’s launch in 1996, government ministers approved payments to it totalling ￡42m in the form of grants. Ms Batmanghelidjh’s charisma, charm and fame led to her being so idealised that she avoided normal levels of scrutiny applied to most organisations.

这家慈善机构自1996年成立以来，共计从政府部长们那里获批4200万英镑的拨款。巴特曼海利迪非凡的感召力、魅力和知名度，令她被极度理想化，以致没有受到大多数机构面临的正常水平的审查。

A House of Commons select committee concluded that Ms Batmanghelidjh’s personality “appeared to captivate some of the most senior political figures in the land”, and high-level political patronage may have deterred whistleblowers from coming forward.

英国议会下议院(House of Commons)特别委员会断定，巴特曼海利迪的个性“似乎迷住了本国一些最重量级的政治人物”，而高层的政治支持可能使得有心检举者畏缩不前。

Kids Company provides an extreme example of the dynamics and potential consequences of “idealisation”, but these are in play at most organisations to a greater or lesser extent, and not just at the top — individual subordinates can also be put on a pedestal.

Kids Company的案例以极端的方式体现了“理想化”的力量与潜在后果，但绝大多数组织都或多或少地上演着这些情节，并且不仅是顶层人物——个别下属也会被视为完人。

It may be difficult to spot potentially dangerous hero worship because it can often be disguised as the everyday respect and admiration we endow on apparently outstanding leaders.

英雄崇拜带有潜在危险性，我们或许不易察觉它，因为它常会伪装成普通的尊重和欣赏——对看上去杰出的领导们，我们都是尊重和欣赏的。

Such adoration is a mutual relationship with distortion on both sides, where a person’s need for admiration is fuelled by the need of admirers to see their leader as exceptional. Such admirers often have dependent personalities whose craving for emotional security blurs their perceptions of a leader’s limits and capabilities.

这种崇拜是一种两头都扭曲了的相互关系，在这种关系中，一个人需要被人崇拜，崇拜者又需要看到他们的领导与众不同，后者的需求助长了前者的需求。这些崇拜者往往具有依赖性人格，他们对安全感的渴求让他们看不清领导者的极限和能力。

Manfred Kets de Vries, psychoanalyst and professor at Insead Business School, says: “It’s a totally reinforcing dance in which, because of a general feeling of helplessness, you idealise the leader and say quickly what the leader likes and wants to hear, and that reinforces the leader’s narcissism and vice versa. Unfortunately, the moment the leader accepts this, he is surrounded by liars.”

精神分析学家和欧洲工商管理学院(Insead Business School)教授曼弗雷德•凯茨•德弗里斯(Manfred Kets de Vries)称：“这完全是一个不断强化的过程，由于一种整体的无助感，你将领导理想化并迅速说出这位领导喜欢和想听的话，这增强了这位领导的自我陶醉，反之亦然。遗憾的是，一旦这位领导接受了这一点，他就被骗子包围了。”

Heaping such admiration and trust on people in power helps sustain a fantasy that those who look after us are all-knowing, or believing that being close to great people helps us feel better about ourselves. For many, it is a way to compensate for a difficult relationship with early authority figures, usually a parent.

对当权者寄以如此的仰慕和信任有助于维持一种幻想，即那些照管我们的人无所不知，抑或相信自己与大人物关系亲近有助于使我们自我感觉更好。很多人通过这种方式来补偿自己与幼年时期的权威人物(通常是父母)之间的困难关系。

Children normally imagine their parents as benevolent, all-knowing figures, and this helps cushion them against overwhelming fears of life’s dangers. With maturity, however, individuals learn to accept their parents’ flaws, and thereby to tolerate a world of uncertainties and disappointments and to rely on their own opinions rather than always accepting those of authority.

孩子们通常想象他们的父母是善良的、无所不知的，这有助于减轻他们对生活中种种危险的巨大恐惧。然而，成长后，人们学会接受父母的缺点，并因此学会容忍一个充满不确定和失望的世界，学会依靠自己的见解而不是始终接受权威人物的观点。

Glorifying a leader can leave him or her free to act irresponsibly, unethically or to the organisation’s detriment. It also means subordinates are unlikely to question decisions or assert their own talents and insights, which can in turn damage a company’s innovative potential and development.

一个受到崇拜的领导可能会随意做出不负责任、不讲道德或有损组织利益的行为。这种崇拜还意味着下属们不太可能对决策提出质疑，或者表现自身才能、坚持自己的见解，这反过来可能会危害一家企业的创新潜力和发展。

Devaluation is the inevitable downside to idealisation — the higher the person is put on a pedestal, the greater the crash, as Ms Batmanghelidjh discovered. Rather than being seen as merely flawed, her fall from grace was total, and much of the work she and her staff had accomplished was forgotten.

不可避免地，理想化的反面是被贬得一文不值——一个人被抬得越高，跌落时就摔得越重，正如巴特曼海利迪所领教到的。她一下子名声扫地，而不是仅被视为有了瑕疵，她和她的员工们所完成的大量工作都被遗忘了。

All leaders have a degree of narcissism and therefore are at risk of encouraging this dynamic, but those on the extreme end of the continuum are more likely to be seduced by its allure. The more narcissistic the leader, the greater his or her need to attain admiration and the security he or she craves.

所有领导都有一定程度的自恋情结，因此有鼓励这种事态的风险;被周围的人高高捧起有其吸引力，那些极端自恋的人更容易受到这种吸引力的诱惑。领导越自恋，就越需要获得崇拜、获得他或她所渴望的安全感。

Kerry Sulkowicz, psychoanalyst and managing principal of New York’s Boswell Group, a consultancy specialising in work relationships, says: “The danger is believing in one’s infallibility once one reaches the top. Sometimes leaders do things deliberately, or more likely unconsciously, that promote idealisation.

克里•舒尔科维奇(Kerry Sulkowicz)是一位精神分析学家，还是纽约博斯韦尔集团(Boswell Group)的创始人，这家咨询公司专注于向客户提供职场关系方面的咨询。舒尔科维奇称：“危险在于认为一个人在成为领袖以后就永远不会犯错。有时领导们有意或无意间(后一种情况可能性更大)做出一些促使别人将其理想化的事情。

“They act as if they have all the answers or don’t show any vulnerability, and for those people who are susceptible to this it can lead to an idealisation of them.”

“他们表现得仿佛无所不知或无懈可击，这可能会让那些容易被唬住的人将他们理想化。”

New chief executives can feel pressure to be perfect from the start, and experienced ones can believe they have seen and done it all before, says Mr Sulkowicz.

新上任的首席执行官可能会承受压力，感到自己必须从一开头就做到尽善尽美;而那些有经验的则可能会相信自己什么都早已看过做过，舒尔科维奇称。

The danger is when they start to act the part. Another risk factor is when the distance between a CEO and his or her staff becomes too great and as a consequence feedback diminishes.

危险在于他们从何时起开始这样表现。另一个危险是当一位CEO与他或她的员工之间距离变得太大时，反馈也会因此减少。

Mr Sulkowicz believes prevention is better than cure in this regard. “Leaders who are getting nothing but positive feedback from their organisations should actually worry about that — they should be alert to the likelihood that nothing but praise is a sign of idealisation and they should really look for criticism because otherwise they’re likely to believe it themselves and are being set up for a fall.

对此，舒尔科维奇先生认为，与其亡羊补牢，不如防微杜渐。“那些从组织内部除了积极意见听不到其他声音的领导们才真的应该担忧——他们应警惕的是，如果他们只听到溢美之词，这表明他们很可能是被理想化了，领导者们真正应该寻求的是批评，否则他们很可能对下属的赞美信以为真并将会栽跟头。

“It should raise a red flag when the exclusive praise comes from the directors, because the board’s role is in evaluating the performance of the CEO, and if the board can’t see through the idealisation then that’s really dangerous.”

“当董事们无一例外地给出赞誉时应该警觉，因为董事会的作用是评估CEO的业绩表现，而倘若董事会都不能识破理想化那才真的危险。”

One business consultant in New York describes his compulsion to maintain an aura of perfection. “Idealisation is intoxicating — it makes you feel special, it’s a milder version of falling in love,” he says.

纽约的一位企业顾问这样阐述他自己想要保持完美光环的动机。“理想化令人陶醉——它使你自命不凡，简直就是一种温和地坠入爱河的感觉，”他说。

He explains how he relied on admiration from his clients to compensate for the lack of love and security from his parents. By making himself invaluable to his clients he convinced them of his omniscience.

他解释了自己如何依赖客户的赞美来弥补从父母那里未能获得足够的爱与安全感。他通过让自己对客户非常有用，让客户们相信他无所不知。

“I would position myself with a magic wand able to transform any performance issue. The more they needed me, the more I could trust they would take care of my needs, financial and emotional.

“我把自己定位成一根可以化解一切难题的魔法棒。他们越需要我，我越相信他们将会满足我的需求，无论是财务上的还是情感上的。

“The price was compromising the clear, honest counsel needed to be an effective consultant.”

“这样做的代价是毁了一个好的顾问需要提出的清楚、诚恳的建议。”

Mr Sulkowicz believes that the prevalence of celebrity culture adds to the problem because business leaders can fall prey to its allure — they may then start believing in their own mythology.

舒尔科维奇先生认为名人文化的流行加剧了这一问题——因为企业领袖们会受到这种诱惑——继而他们有可能开始迷信自我。

“When a CEO starts to be treated as a Kim Kardashian figure, famous for being famous, it detracts from their credibility and authority as leader.”

“当一个CEO开始被当作金•卡戴珊(Kim Kardashian)似的人物，因出名而出名，他们作为领导的信誉和权威将会受损。”

Executives can equally idealise a subordinate. A senior executive in a private financial institution who came to me for psychotherapy revealed that his need to be seen as perfect in order to attain his CEO’s admiration defended him against fears of rejection he had suffered since childhood.

管理者同样也会将一个下属理想化。一位私人金融机构的高管来找我做心理治疗，他向我透露，他需要被视为完美，以赢得CEO的赏识，这会抵御他童年时代曾受到排斥的恐惧。

His compulsion to appear perfect left him dependent on his chief for reassurance and security, while the CEO in turn grew dependent on his impeccable performance. Although it appeared to be a smooth-running company, the cost of sustaining a perfect image left them both risk-averse.

由于要依赖上司的表扬来获得信心和安全感，他强迫自己处处表现完美。反过来，他的上司，也就是公司的CEO也越发期待他无可挑剔的表现。虽然表面看来这家公司运营平稳，但维护完美形象的成本使他们都不愿承担风险。

“I came to realise that what I created in order to feel safe was actually limiting my ability to move forward with my career,” he says.

“我渐渐意识到，我为了感到安全所做的一切，实际上却限制了自己开拓事业的能力。”他说。

　大学英语的文章4

世界职场性别歧视远未结束

What is holding women back in the workplace? If you ask Kevin Roberts, the outgoing Saatchi & Saatchi chairman, the problem is women themselves. “Their ambition is not a vertical ambition, it’s this intrinsic, circular ambition to be happy,” he said last week in an interview with Business Insider. A few days later, having been suspended by parent company Publicis, he admitted that he had “failed exceptionally fast” and announced he would resign.

职场中有哪些因素阻碍着女性发展?如果你问盛世长城(Saatchi & Saatchi)即将离任的董事长凯文•罗伯茨(Kevin Roberts)，他会回答问题在于女性本身。“她们的抱负不是纵向抱负，而是贪图快乐的那种内在、绕圈的追求，”他在近期接受《商业内幕》(Business Insider)采访时表示。几天后，被母公司法国阳狮集团(Publicis)停职的他承认自己“失败得太快”，并宣布将辞职。

It is superficially appealing to cast Mr Roberts as the victim of a feminist witch hunt. Surely he is a martyr who dared to speak the truth: that for many women it is the desire to have a work-life balance, rather than discrimination, that stops them reaching the top of their industry.

从表面来看，人们很容易把罗伯茨当作女权主义政治迫害的受害者。难道他不是一位敢于说实话的烈士吗：对很多女性来说，难道不是她们对工作/生活平衡的渴望(而不是性别歧视)阻碍着她们攀登事业巅峰?

But his comments went far beyond that. He denied that gender inequality was a problem at all — “the f***ing debate is all over” — and accused British advertising consultant Cindy Gallop of lying about sexual harassment in the industry. “I think she’s got problems that are of her own making,” he claimed. “I think she’s making up a lot of the stuff to create a profile, and to take applause.”

但是他的言论远远超出了这个范畴。他从根本上否认性别不平等是一个问题——“这场该死的辩论已经结束”——并指责英国广告业咨询顾问辛迪•盖洛普(Cindy Gallop)在该行业性骚扰问题上撒谎。“我觉得她的问题都是她自己搞出来的，”他声称，“我觉得她编造了很多内容来建立一个形象，并得到掌声。”

Under such circumstances, it is unsurprising that Publicis moved against him: an advertising firm should know a bad advert for its business when it sees one. Sadiq Khan, mayor or London, has banned “body shaming” posters on the capital’s transport system; Unilever has pledged to spend its ￡6.3bn annual marketing budget on ads that smash female stereotypes. Sex might still sell but sexism is out of fashion.

在这种环境下，阳狮倒戈罗伯茨也是意料之中的：广告公司应该一眼看出对自身业务不利的广告。伦敦市长萨迪克•汗(Sadiq Khan)禁止在首都的交通系统内张贴“体形歧视”海报;联合利华(Unilever)承诺将该公司63亿英镑的年度营销预算用于打破女性刻板印象的广告。性可能还有市场，但是性别歧视已经过时了。

For outsiders, however, an honest conversation is always more useful than knee-jerk condemnation. Mr Roberts’ comments are a reminder of three roadblocks on the path to gender equality at work: outdated attitudes; unhelpful structures; and a lack of data — a result of the casual dismissal of women’s experiences.

然而，在外人看来，坦诚对话总是比条件反射般的谴责来得更实在。罗伯茨的言论提醒了人们，在通往职场性别平等的道路上有3个障碍：过时的态度、无益的结构、以及缺乏数据——随意忽视女性经历的结果。

First, it is time to overhaul our idea of a perfect employee. There is little evidence to support the assumption that macho work-aholics are the most valuable people in a company. Second, we have to smash the artificial division between a woman’s choice to opt out of the rat race and “real” discrimination. Our decisions are shaped by the unequal structures of the working environment.

首先，是时候彻底反思我们对完美员工的想法了。几乎没有证据支持男性工作狂是公司最具价值员工的假设。其次，我们必须打破女性选择退出职场竞争与“真正的”歧视之间的人为划分。我们的决定是由工作环境中的不平等结构造成的。

Once a woman has taken time off work for childbirth and breastfeeding, a pattern is created where she is seen as the “primary” parent. Many hoped the introduction of shared parental leave would change that; but so far UK take-up rates have been very low. (Unlike the Scandinavian model, there is no portion which can only be taken by fathers.)

一旦女性为生育和哺乳请假，便会出现一种模式——人们会认为她的“首要职责”是母亲。很多人曾希望引入共享产假政策会改变这一点，但是迄今为止英国的接受度仍然非常低。(与北欧模式不同，英国没有只允许父亲申请的产假)。

The “maternity gap” is the most fundamental structural problem preventing gender equality in the workplace. Among full-time British workers aged 22-29, women earn more than men. At the age where women can work as flexibly, and put in the same long hours as their male peers, they do not fall behind. The pay gap opens up when children arrive — and then never closes again.

“生育差距”是阻碍职场性别平等最根本的结构性问题。年龄在22-29岁的英国全职员工中，女性的收入超过男性。在女性可以弹性工作、和男性一样投入长时间工作的年龄段，她们并不落后。男女之间的收入差距是在子女出生时拉开，之后再也无法缩小。

Very few firms “enhance” statutory paternity pay, so men are understandably reluctant to take the drop in status and income that staying at home entails. There is a very good reason for a woman to return to work after having a baby: an income of her own and the independence that brings. Where is the matching incentive for men to undertake more unpaid caring labour that takes them out of the workplace? Encouraging men to take shared parental leave, to work part time, or even to leave at 6pm to read a bedtime story, would help.

很少会有公司“补充”休陪产假的男性的法定收入，因此男性自然不愿接受在家当奶爸所伴随的地位下降和收入下滑。对女性来说，她们有很好的理由在生完孩子后恢复工作：属于自己的收入及其带来的独立性。对男性来说，离开工作场所、承担更多无偿护理的任务有什么对应的激励吗?鼓励男性申请共享产假、做兼职、甚至6点下班回家给孩子讲睡前故事，会有所帮助。

Finally, we must listen when women talk about the experiences that have held them back. Overt discrimination of the “dumb blondes can’t fly planes” school is diminishing, but sexual harassment at work is widespread. It is not something women make up “to create a profile”. A glance around boardrooms and corner offices shows there is no monstrous regiment of women borne to the top on a wave of allegations against colleagues. Like other whistleblowers, women who accuse their bosses of sexual harassment often end up sidelined or forced out while the accused is protected. Gretchen Carlson, the US television presenter, was initially painted as a washed-up gold-digger when she filed a sexual harassment lawsuit against Roger Ailes, the Fox News boss. Then the dam burst: another 20 women came forward with similar accusations. Mr Ailes, who denies the claims, soon left the company, with a $40m exit package.

最后，我们必须倾听女性谈论她们受到阻碍的经历。“愚蠢的金发美女开不了飞机”之类的公然歧视正在减少，但是职场性骚扰普遍存在。这并不是女性为“树立形象”而编造的。只要看看董事会和办公室就会发现，没有多少女性是因为指控同事而进入高层的。像其他告发者一样，指控老板性骚扰的女员工往往会被排挤或逼走，而被控的一方则会受到保护。当美国电视主持人格蕾琴•卡尔森(Gretchen Carlson)发起针对福克斯新闻(Fox News)老板罗杰•艾尔斯(Roger Ailes)的性骚扰诉讼时，她最初被描述为拜金女。之后真相有如决堤一般：另外20位女性站出来做出了类似指控。否认这些指控艾尔斯很快离开了公司，带着4000万美元的补偿。

None of this is a reason for despair, particularly since bright minds in business and academia are focused on the problem. Sometimes the suggested solutions are small: Anne-Marie Slaughter’s Unfinished Business warns against “halo dad” syndrome, where fathers are praised for simple childcare tasks in a way that reinforces assumptions that men are useless at taking care of others.

这些都不是绝望的理由，特别是因为商界和学术界的聪明人正在关注这个问题。有时解决建议是细枝末节的：安妮-玛丽•斯劳特(Anne-Marie Slaughter)在其著作《未竟之业》(Unfinished Business)中对“带光环的老爹”综合症——父亲会因为照顾孩子的简单工作而受到表扬，这强化了男性不会照顾他人的假设——提出警告。

What Works by Professor Iris Bohnet of Harvard University offers practical suggestions for reducing bias in hiring, pointing out, for example, that blind auditions increased the number of female musicians in orchestras.

哈佛大学(Harvard University)的教授艾里斯•博内特(Iris Bohnet)所著的《What Works》提供了在招聘中减少偏见的实用建议。例如，盲选可以增加管弦乐队中女性音乐家的数量。

Gender inequality at work is a big challenge but not insoluble. And as more researchers come up with hard data, and more women feel able to speak about their experiences, the debate is far from “all over”. In fact, it is just getting interesting.

职场的性别不平等问题是一项巨大挑战，但并非不能解决。随着越来越多的研究员得出确切的数据、越来越多的女性认为可以说出自己的经历，这场辩论还远非“结束”。实际上，它正变得有点意思。