在男性主宰的领域求职，你必须展现出“女汉子”的气概

    弗瓦德说道，那项研究很大一部分都存在误导，因为它暗示女性自己需要做出改变，来满足这些领域的预期，这就像是在“怪罪受害者”。

    她说道：“这些文章中都是一副‘女性错在哪里’的口吻。她们没有成功。她们没有留下来。她们没有在男性主导的领域坚持下来。我们认为，这些都不是症结所在。女性没有义务改变自己的行为，来迎合个别面试官对于女性行为方式的观念。”

    但瑞安更为谨慎地表示，女性不应该为了在男性主导领域工作而彻底改变自己，也不应该不顾工作特性便抛弃男性特质。她还认为，在面试过程中，女性不必害怕展示自己更柔软的一面，虽然她的研究发现，如果只是表现出自己女性的一面，却不说明这对于工作的重要性，其结果往往是得到“负面的个人评价”。

    瑞安表示：“这并非简单地说什么或不说什么的问题。”

    她补充道：“我正在研究的是如何谈论社会类别。有没有一种方式，可以用于在男性主导领域谈论身为女性的事实，或者在多样化程度不高的组织内谈论作为少数群体的事实？你的表达方式能否既让对方对这种交流感到舒服，又能明确说明自己的条件？有哪些表达方式会导致对方做出负面反应？”

    瑞安的研究属于快速发展的身份管理领域——研究人员正在研究不同求职群体应对潜在偏见的方式。研究对象包括退伍老兵、非洲裔美国人、同性恋、阿拉伯人、老年美国人和残疾人。

    瑞安研究的目标，是为潜在员工提供更有效的指导，并促使人力资源部门完善对待求职者的方式。

    她说道，公司可以完善其在线申请程序，例如用数字来代替姓名，以避免潜在偏见，并给求职者提供介绍自己的空间，而不是简单地列出他们的性别、民族或种族。

    此外，他们还可以培训招聘人员注意自己在招聘过程存在的偏见，并建立监督系统，帮助发现招聘过程中可能存在的歧视现象。另外一种选择是将面试过程录像存证。

    弗瓦德说道：“由于内隐偏见非常隐蔽，因此我需要记录这些面试过程，以便进行后续审查。如果招聘人员和面试官的目的是帮助公司寻找最多样化和最优秀的求职者，为公司储备多样化的人才，那么他们就需要知道如何应对求职者的不同性格，并接受监督，以便发现潜在的偏见，并予以纠正。”（财富中文网）

    译者：刘进龙/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.”