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本期包含段落匹配练习
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先自行阅读并理解
英文内容，将以下六个选项与正文六段内容进行匹配，再点开翻译进行理解，答案下期公布：
A.Pull back the curtain on misperceived social norms.
B.Offer development opportunities to increase gender intelligence, empathy, and self-efficacy.
C.Quantify gender equity in terms of economic gains for the company.
D.Frame, focus, and integrate interventions into core business outcomes and mission.
E.Hold leaders accountable for change by tying DEI metrics to performance reviews.
F.Establish cross-gender professional relationships.
There are enormous
racial gaps
in the kinds of instruction
being received
: 70% of black and Hispanic children are receiving fully remote education, compared with 50% of white pupils.
在接受的教育种类方面，存在着巨大的种族差异：70%的黑人和西班牙裔儿童接受的完全是远程教育，而白人学生只有50%的人是这样。
可以学习一下对比的表示方法
性别平等要想取得进展，男性需要参与进来。以下是克服“零和偏见”的六种方法。
This will remove the notion of a fixed economic pie and show that improving gender equity expands the pie for everyone. When making the case, bring evidence to show how men benefit when women and people of color are fully and equitably included at all levels of leadership. Research shows that organizations with equitable representation are more successful, profitable, and innovative, which benefits men.
这将消除经济蛋糕固定不变的观念，并将表明，促进性别平等会扩大每个人的蛋糕。在提出这一论点时，要拿出证据，证明女性和有色人种在各个领导阶层都能充分、平等地享有一席之地时，男性是如何从中获益的。研究表明，
公正的代表性企业会更成功、利润更高、更有创新性，这对男性是有利的。
Businesses rely on data to measure progress toward their objectives. That’s why implementing a standard DEI scorecard will play a critical role in closing intersectional gender
gaps
. The scorecard needs to track metrics at every stage of the employee lifecycle and on every step of the corporate
ladder
. It also needs to disaggregate data by gender and race, at the least, so that leaders can understand the breadth of intersectional employee experiences.
企业依靠数据来衡量其目标的进展。这就是为什么实施标准DEI记分卡将在缩小多种性别差距方面发挥关键作用。记分卡需要跟踪员工职业发展的每个阶段及企业晋升的每个步骤的指标。它还需要至少按性别和种族对数据进行分类，以便领导者能够了解不同种类员工经历的差距有多大。
Increasing awareness of women’s experiences and challenges in the workplace is foundational to changing attitudes about gender bias and sexism and providing empathic motivation.
A candid setting can minimize zero-sum reactance and denial, fostering a workplace where employees learn to take immediate action for positive change and to develop empathy for colleagues.
翻译划线句，长按文末小程序码打卡，答案下期公布~
一个公正的环境可以最大限度地减少以零和为借口的抵制和排斥，可以营造一个员工学会立即采取行动实现积极改变并培养对同事有同理心的工作场所。
Research shows that men think that other men have a high level of acceptance of sexism — but in reality, most men don’t explicitly
endorse
sexism. This misconception creates a group dynamic whereby men reinforce sexist behavior and zero-sum thinking through conformity. The good news is that often it takes just one man speaking up to change the dynamic.
研究表明，男性认为其他男性对性别歧视的接受程度很高，但实际上，大多数男性并不明确支持性别歧视。这种误解产生了一种群体动力，男性出于从众心理，强化了性别歧视行为和零和思维。好在通常只要有一个人站出来，就能改变这种群体动力。
Positive social interactions in a professional setting that emphasize learning, self-awareness, personal growth, and collaboration break down stereotypes, prejudice, and zero-sum bias.
Mentoring relationships
can be especially powerful bridges to positive interaction. The best mentorships promote both personal and professional growth for the mentee and the mentor alike.
在强调学习、自我意识、个人成长和合作的专业环境中，积极的社交互动可以打破刻板印象、偏见和零和偏见。师徒关系可以成为积极互动的坚固桥梁。最好的师生关系能够促进学员和导师的个人和专业成长。
Too often DEI initiatives focus on telling those in the majority what they should not do in relation to underrepresented groups as part of broad mandatory compliance-oriented training. Instead, focus on what we should all do that emphasizes a shared identity — what all employees have in common as members of your organization. Then, focus on inclusive behaviors and values that improve business outcomes.
作为普遍强制性合规培训的一部分，DEI方案往往侧重于告诉那些占多数的群体，他们不应该对权利较弱的群体做什么。相反，我们应该把重点放在那些可以强调大家共同身份——所有员工作为公司一份子具备的共同点——那些我们所有人都应该做的事情上。然后，重点关注可以改善业务成果的包容性行为和价值观。
