During a job interview, we are frequently asked, "what are your strengths?"
在求職面試中，我們經常被問到:「你的長處是什麼?」
How you answer may depend on your gender.
如何回答可能取決於你的性別。
That's the conclusion of new research, which suggests that men are far more comfortable with self- promotion than are women.
一項新研究的結論表明，男性比女性更易於自我推銷。
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."
在哈佛商學院任教的克裡斯汀L.埃克斯利和在沃頓商學院任教的賈德.B.凱斯勒認為，「自我推銷中的性別差距並不是由信心方面的性別差距驅動。」
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.
即使男性和女性在測試中的平均得分相同，甚至當女性知道自己在測試中的表現如何，女性在測試中的表現也始終低於男性。
In the study, 900 online survey participants were divided into three distinct experiments.
在這項研究中，900名在線調查參與者參與三個不同的實驗。
All participants answered 20 questions from the Armed Services Vocational Aptitude Battery test.
所有參與者回答了武裝部隊職業能力傾向測試中的20個問題。
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.
然後，他們被問道認為自己答對了多少道測試題，以及其他旨在衡量自我推銷水平的問題。
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.
在其中一個實驗中，參與者被告知，自我推銷類問題的答案之一將是未來僱主決定聘用對象及工資水平的唯一依據。
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).
在這種情況下，女性更有可能比男性表現得更差，儘管他們的分數實際.上相差無幾(平均答對10個問題) 。
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.
研究人員發現，即使參與者完全了解自己的分數以及自.己相對於其他人的表現，他們在自我推銷方面的性別差異依然存在。
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，兩性自信的差異並不能解釋自我推銷的差異一也就是說， 不僅僅是因為女性認為自己表現不佳。
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現得和男性不相，上下，她們仍然很少進行自我推銷。
「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.
喬治華盛頓大學法學院教授娜奧米.斯科恩鮑姆指出:「這並不奇怪，因為研究表明，做出自信行為的女性往往適得其反，導致她們理性地審視這種行為。」
This means we have to think seriously about the advice on how to increase gender equality in the workplace.
這意味著，我們必須認真考慮關於如何增強職場性別平等的建議。
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.
雖然我們可以簡單地告訴女性「向前一步」一更 多地推銷、更多地談判、更認真地對待自己一但這也歸咎於女性沒有採取正確的步驟，並可能導致企業「崩潰」，正如卡彭所描述的那樣」。
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