????弗瓦德說(shuō)道，那項(xiàng)研究很大一部分都存在誤導(dǎo)，因?yàn)樗凳九宰约盒枰龀龈淖?，?lái)滿足這些領(lǐng)域的預(yù)期，這就像是在“怪罪受害者”。

????她說(shuō)道：“這些文章中都是一副‘女性錯(cuò)在哪里’的口吻。她們沒有成功。她們沒有留下來(lái)。她們沒有在男性主導(dǎo)的領(lǐng)域堅(jiān)持下來(lái)。我們認(rèn)為，這些都不是癥結(jié)所在。女性沒有義務(wù)改變自己的行為，來(lái)迎合個(gè)別面試官對(duì)于女性行為方式的觀念。”

????但瑞安更為謹(jǐn)慎地表示，女性不應(yīng)該為了在男性主導(dǎo)領(lǐng)域工作而徹底改變自己，也不應(yīng)該不顧工作特性便拋棄男性特質(zhì)。她還認(rèn)為，在面試過程中，女性不必害怕展示自己更柔軟的一面，雖然她的研究發(fā)現(xiàn)，如果只是表現(xiàn)出自己女性的一面，卻不說(shuō)明這對(duì)于工作的重要性，其結(jié)果往往是得到“負(fù)面的個(gè)人評(píng)價(jià)”。

????瑞安表示：“這并非簡(jiǎn)單地說(shuō)什么或不說(shuō)什么的問題?！?/p>

????她補(bǔ)充道：“我正在研究的是如何談?wù)撋鐣?huì)類別。有沒有一種方式，可以用于在男性主導(dǎo)領(lǐng)域談?wù)撋頌榕缘氖聦?shí)，或者在多樣化程度不高的組織內(nèi)談?wù)撟鳛樯贁?shù)群體的事實(shí)？你的表達(dá)方式能否既讓對(duì)方對(duì)這種交流感到舒服，又能明確說(shuō)明自己的條件？有哪些表達(dá)方式會(huì)導(dǎo)致對(duì)方做出負(fù)面反應(yīng)？”

????瑞安的研究屬于快速發(fā)展的身份管理領(lǐng)域——研究人員正在研究不同求職群體應(yīng)對(duì)潛在偏見的方式。研究對(duì)象包括退伍老兵、非洲裔美國(guó)人、同性戀、阿拉伯人、老年美國(guó)人和殘疾人。

????瑞安研究的目標(biāo)，是為潛在員工提供更有效的指導(dǎo)，并促使人力資源部門完善對(duì)待求職者的方式。

????她說(shuō)道，公司可以完善其在線申請(qǐng)程序，例如用數(shù)字來(lái)代替姓名，以避免潛在偏見，并給求職者提供介紹自己的空間，而不是簡(jiǎn)單地列出他們的性別、民族或種族。

????此外，他們還可以培訓(xùn)招聘人員注意自己在招聘過程存在的偏見，并建立監(jiān)督系統(tǒng)，幫助發(fā)現(xiàn)招聘過程中可能存在的歧視現(xiàn)象。另外一種選擇是將面試過程錄像存證。

????弗瓦德說(shuō)道：“由于內(nèi)隱偏見非常隱蔽，因此我需要記錄這些面試過程，以便進(jìn)行后續(xù)審查。如果招聘人員和面試官的目的是幫助公司尋找最多樣化和最優(yōu)秀的求職者，為公司儲(chǔ)備多樣化的人才，那么他們就需要知道如何應(yīng)對(duì)求職者的不同性格，并接受監(jiān)督，以便發(fā)現(xiàn)潛在的偏見，并予以糾正?！保ㄘ?cái)富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓

????Fouad said much of that research is misplaced because it implies women themselves need to change to fit expectations of these fields and that it amounts to “blaming the victim.”

????“The narrative in all these articles is always what is wrong with these women. They are not succeeding. They are not staying. They are not persisting in this male-dominated occupation,” she said. “We are saying these aren’t the right questions to be asking. The onus should not be on women to change their behavior to fit into some interviewer’s perception of how women behave.”

????Ryan, though, was careful to say that women should not attempt to reinvent themselves for a job in a male-dominated field, nor should they just toss out the male traits without linking them to characteristics of the job. She also said women shouldn’t be afraid to bring up their softer side as the interview goes along, although her study found bringing up the fact they are a woman without explaining its significance to the job resulted in “negative personal evaluations.”

????“It’s not simply talk about this or don’t talk about that,” Ryan said.

????“What I’m trying to look at is how do you talk about your social categories,” she added. “Is there a way to talk about being a woman in a male dominated field or ethnic minority in an organization that is not very diverse? Can you talk about it in a way where people feel comfortable with the interaction but also where you can make your point about your qualifications? Or are there ways to talk about it which people react negatively to?”

????Ryan’s work is part of the growing field of identity management in which researchers are examining how various groups looking for work handle potential bias. Among those that Ryan has looked at are military veterans, African-Americans, gays and lesbians, Arabs, older Americans and the disabled.

????Ryan’s goal is for her research to lead to better guidance for prospective employees as well as improvements in way human resources departments deal with applicants.

????Companies, she said, could improve their online application process, possibly replacing a name with a number to avoid any potential bias as well as giving someone space to explain who they are beyond simply listing their gender, ethnicity or race.

????They could also train recruiters to be aware of their own biases coming into interviews and set up a monitoring system that would help uncover potential discrimination in the hiring process. Another option would be taping the job interviews.

????“Because implicit bias is so insidious, I would actually record those interviews so that somebody can go back and audit,” Fouad said. “If the focus is on helping people get the most diverse and the best candidates and diverse pool of candidates, then all recruiters and interviewers need to know how they are reacting to various traits in individuals and they need to have that monitored so it is easily identified and corrected.”