研究發(fā)現(xiàn)，“拉關(guān)系”加劇了男女之間的收入差距

The old boys’ club is still holding women back, according to a new study.

根據(jù)一項新的研究，老男孩俱樂部仍然阻礙著女性的發(fā)展。

But the culprit behind 38 percent of today’s gender pay gap isn’t straight-out sexism. It is, rather, such simple bromance pursuits as sharing a smoke and chatting about sports.

但是造成今天38%的性別收入差距的罪魁禍首并不是直接的性別歧視。相反，它是一些簡單的兄弟情誼活動，比如一起抽煙、聊體育。

“When male employees are assigned to male managers, they are promoted faster in the following years than they would have been if they were assigned to female managers,” according to the study by Harvard University and the University of California, Los Angeles.

哈佛大學(xué)(Harvard University)和加州大學(xué)洛杉磯分校(University of California, Los Angeles)的研究顯示:“當男性員工被分配給男性經(jīng)理時，他們在接下來幾年的晉升速度要比被分配給女性經(jīng)理時快。”

“Female employees, on the contrary, have the same career progression regardless of the manager’s gender.”

“相反，女性員工的職業(yè)發(fā)展與經(jīng)理性別無關(guān)。”

This so-called male-to-male advantage is even more evident when a male employee switches from a female manager to a male manager.

這種所謂的男性對男性的優(yōu)勢在男性員工從女性經(jīng)理轉(zhuǎn)變?yōu)槟行越?jīng)理時更加明顯。

That employee gets promoted faster and, on average, earns 13 percent more than a male counterpart assigned to another female manager.

這名員工升職的速度更快，平均比分配給另一名女性經(jīng)理的男性同事多掙13%。

“These differences in career progression cannot be explained by differences in effort or output,” the study found.

研究發(fā)現(xiàn):“這些職業(yè)發(fā)展的差異不能用努力或產(chǎn)出的差異來解釋。”

In fact, should both males be smokers, a new employee-manager relationship produces even greater results.

事實上，如果兩個男性都是吸煙者，一種新的員工-經(jīng)理關(guān)系會產(chǎn)生更大的效果。

“When male employees who smoke switch to male managers who smoke, they spend more of their breaks with their managers and are promoted faster in the following years,” according to the study.

該研究稱:“當吸煙的男性員工跳槽到吸煙的男性經(jīng)理時，他們會把更多的休息時間花在與經(jīng)理相處上，而且在接下來的幾年中升職的速度也會更快。”

For their sample, the study’s researchers collected data from a large commercial bank in Asia with a work force similar to those at US institutions.

對于他們的樣本，研究人員從亞洲一家大型商業(yè)銀行收集了數(shù)據(jù)，這家銀行的員工規(guī)模與美國機構(gòu)類似。

They discovered the male-to-male advantage develops over the course of two years and thrives most when male employees and their male managers work in close proximity.

他們發(fā)現(xiàn)，男性對男性的優(yōu)勢是在兩年的時間里形成的，當男性員工和他們的男性經(jīng)理在近距離工作時，這種優(yōu)勢最明顯。

“Male employees may schmooze with their managers in ways that female employees cannot,” the study said. And that alone, it concludes, calls for ways to reduce the role of bromance in promotion decisions.

研究稱:“男性員工可能會以女性員工無法做到的方式與經(jīng)理閑聊。”報告的結(jié)論是，僅這一點就需要減少兄弟情在晉升決策中的作用。