TE||An open secret
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导读
潜规则
不是potential rules
那是？
1.casting couch（试镜沙发）：这个说法最早出现在出现在1937年11月24日的美国老牌《综艺》杂志上。意思是“（尤指女演员为了赢得角色而做的）肉体交易”。Casting couch现在不仅仅局限于娱乐业，它可以指任何行业里，求职者为谋求机会与聘用者之间的性交易。
casting指的是“（导演）选择演员”，而couch指的是“（试镜室内）的躺椅”。casting couch意即“如要上镜，须得到躺椅上以身相报”。例子：The young actress used the casting couch to get a role in the film.（那位年轻女演员为了得到影片的角色，而出卖色相。）
2.playbook：剧本，主要指Weinstein'splaybook:Weinstein的“剧本”。
3.unspoken rules：unspoken 就是“没有明说的”
4.hidden rule：指的是行业内心知肚明却又从不愿被捅破的一种“规则”。例如：Sending gifts to teachers has become a hidden rule.（给教师送礼已经成为一种“潜规则”。）
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听力|精读|翻译 |词组
An open secret
一个公开的秘密
2015年，美国上映了一部纪录片《an open secret》，中文名字就被译为《公开的秘密》。纪录片通过采访多位业内人士，调查了在电影行业中未成人年遭遇性侵犯的现状，真实反映了电影业中肮脏的一面。
Sexual harassment at work
职场性骚扰
Crass orcoercivesexual behaviour by bosses and colleagues is less common than it was, but still a big problem
如今，被迫与老板或同事发生性行为的事件已经不再像当初那样普遍，但仍然是个大问题。
Oct 21st 2017
2017年10月21日
“I SPENT a great deal of time on my knees,” Marilyn Monroe once said of how she became a film star. “If you didn’t go along, there were 25 girls who would.” The “casting couch”—the film industry’s cosy euphemism forthe extortion of sexual favours from movie hopefuls by Hollywood power-brokers—has been under renewed scrutiny in recent days, after allegations of sexual assault and harassment against Harvey Weinstein, a producer, published in theNew YorkerandNew York Timesearlier this month. More than 40 women, many of them famous, have now added their names to the list of victims of crimes they say ranged from demands for sex in return for roles, to indecent exposure, to groping and even rape. Police in America and Britain are investigating. Mr Weinstein has been expelled from the Academy, the institution that awards the Oscars, and sacked by the Weinstein Company, the studio he co-founded in 2005. It is now likely to be bought out (seearticle).
玛丽莲梦露在谈及她如何成为明星时一度说道，“我很多时候都是卑躬屈膝的”，“你不干，就有其他25个姑娘等着上呢。”近日来，随着本月初《纽约客》和《纽约时报》登出电影制片人哈维温斯坦被指控性骚扰和性侵，“潜规则”- 这个电影界不言而喻的，委婉表达好莱坞大佬们从梦想成名的演员那里以电影资源换取性服务的现象，又再次受到了密切关注。四十多位女性，包括很多知名影星，都在受害者名单当中，其遭受的一系列不法行为包括索要性交易，露体，猥亵甚至强奸。目前英美两国警方已着手调查。温斯坦先生已经被颁发奥斯卡奖的机构除名，其于2005年合伙创办的工作室温斯坦公司也已解雇了他。该公司现在很可能被收购。
The scandal seems to be making othermedia-industryexecutives look again at their responsesto complaints about sexual harassment. In 2015 Isa Hackett, a producer at Amazon Studios, told managers that Roy Price, its head of programming, had propositioned her and made lewd remarks. An internal investigation went nowhere, and an article in August about the allegations on theInformation, a tech-news website, gained little attention—until the story about Mr Weinstein broke. A few days later Mr Price was suspended. He resigned on October 17th.
这起丑闻似乎让其他媒体界的高层们也再回望一下他们当初对于性骚扰指控的回应。2015年的时候，亚马逊工作室的一个制片人伊萨·哈克特向经理投诉其节目负责人罗伊·普莱斯用淫言秽语调戏她。内部调查不了了之。八月份在科技新闻网Information上发表的一篇关于指控此事的文章无人问津，直到温斯坦事件曝光。几天之后，普莱斯先生就被停职了，并于10月17日辞职。
But the clear-out may not go much further. Mr Weinstein and Mr Price were already diminished figures, Mr Weinstein after some poorly performing movies and Mr Price because of a shift in Amazon’s video strategy. And though women around the world took to social media to share their stories of sexual harassment and assault at work, many using the hashtag #metoo, a similar outpouring preceded last year’s presidential election, inspired by a video showing Donald Trump boasting of committing sexual assault. That was hailedat the time as a turning point. But Mr Trump went on to win the election.
但是肃清性侵的工作未必能进行得有多深入。温斯坦先生和普莱斯先生都已经是过气了的名人。温斯坦出过几部不怎么卖座的电影，普莱斯也是由于亚马逊关于视频这一块进行了战略转移。虽然全世界都有女性通过交媒体向世人讲述她们在职场受到的性骚扰和性侵的故事，还有很多通过跟帖打一个井号，表示+1， 其迸发的势头有点类似于去年总统大选前， 关于特朗普吹嘘如何实施性侵的视频曝光后所引发的一个浪潮。这在当时被认为会是一个转折点，然而之后特朗普先生还是当选了。
Most sexual harassment in the workplace is less serious than the acts Mr Weinstein is accused of. But there are several similarities. One is a power imbalancebetween the perpetrator and victim. Another is that the victims stay silent, fearing that their careers will be harmed if they speak out, and that they will be disbelieved. A third is that bystanders do nothing to stop it happening. And fourth, the harm caused is often underestimated.
相对于Weinstein先生的指控，大部分在办公室的性骚扰行为并没有那么严重。但这些行为却有些相似之处。一是罪犯和受害者之间的权力不平衡。其二，受害者保持沉默，害怕若举报的话，自己的职业生涯会受其影响，同时也将不再获得信任。第三，旁观者的不作为、无动于衷的举动。第四，造成的伤害一直被低估。
Physical assaults such as groping, and demands for sexual favoursmade by work superiors, used to be widely regarded as a working woman’s lot. That is rarer now—though some of the actresses accusing Mr Weinstein of serious assaults say they stayed silent for so long partly because they feared being characterised as “sleeping their way to the top”. And the subtler types of harassment, such as suggestive remarks and lewd jokes, are still widely tolerated, though they can make a workplace so unbearable for a woman that she decides to leave. Much of it happens behind closed doors, meaning that even if a manager understands a victim’s distress, there may be no corroborating evidence.
对身体的骚扰，譬如上级领导的抚摸以及性爱好的需求，过去被公认为职场女性的命运。现在这样的情况少了，尽管一些指控Weinstein先生侵犯行为的女演员们承认，她们之所以保持沉默是因为她们害怕被外界称为“睡上位”。尽管无法忍受骚扰，女性可以决定离开，但是一些隐形的骚扰，例如暗示性的话或是黄色笑话，仍然广泛折磨着留下的人。很多这样的骚扰发生在门背后（暗处），如此一来，就意味着即使经理理解受害者的痛苦，却可能没有确凿的证据。
All this means that sexual harassment is startlingly common, and harassers are rarely punished. In surveys over the past few decades ina range of industrialised countriesaround half of women, and a smaller but significant share of men, say they have experienced it (the perpetrators are usually male).The overall ratedoes not seem to be falling, though it is hard to tell.Some think that rising awareness of verbal harassment as a serious issue may be masking a decline in the physical type.
上述迹象表明性骚扰普遍存在，而骚扰者却很少受到惩罚。在过去几十年针对很多工业化国家的半数女性以及小部分重要男性的调查显示，他们都曾经经历过性骚扰。（罪犯通常是男性。）尽管很难说（具体比例），但总体比例似乎并没有下降。一些人则认为，语言骚扰被认为是一个严重的问题，这种意识不断上升可能会掩盖身体骚扰下降的事实。
She said, he said
她说，他说
It is likely, though, that any survey understates the reality. Many people describe various hypothetical acts as sexual harassment, but do not think of themselves as victims even though they have experienced the same things. A woman who feels threatened by co-workers’ sexual remarks but certain that saying anything will only make matters worse may prefer to minimise the problem, even to herself.
但是所有调查很可能都对事实轻描淡写。很多人把各种假定的行为描述为性骚扰，尽管他们经历了同样的事，却不认为自己是性骚扰的受害者。女性如果受到同事的性言语威胁，但又确定说出来会使事情变得更糟，她们可能偏向于让问题最小化（沉默）。
There are no reliable figures from the developing world, but it is likely, if anything, to be even more common there. In the fieldsand factories where poor women work, managers can prey on them knowingthat they have no other way to make a living. Though multinationals often set policies governing safety and working hours at their suppliers, those policies rarely, if ever, cover sexual harassment.
19.prey on 掠夺
在发展中国家找不到可靠的数据，如果有，情况很可能更普遍（比发达国家）。在那些贫穷女性工作的农田或工厂，管理者们知道她们只能靠此维持生计，所以向她们伸出了魔爪。尽管跨国公司经常对供应商设置安全管理与工作时长等相关的政策，但这些政策鲜有涉及性骚扰相关的条款。
In most rich countries, firms are required by law to have formal complaint procedures. But human-resources departments may try to discourage reporting; victims may feel that their experience was not sufficiently serious towarrant official action. Most fear reprisals. There is rarely supporting evidence. Of the few whomake formal complaints,hardly any see them upheld.
在大多数富裕国家，法律要求企业有正规的申诉程序。但人力资源部可能试图阻碍相关报导；受害者可能觉得她们的经历没有严重到进行官方行动。大多数人是害怕报复。很少有支持性的证据。那些一小部分进行申诉的人，也很少能有结果。
Victims who turn to the courts face further obstacles. In Britain, for instance, employment tribunals are likely to regard an allegation as less plausible if an internal complaint has not been made first, or if the alleged incident happened more than three months before the complaint. The harm caused is classed as “injury to feelings”, which attracts relatively low damages since there is no financial loss, as with discriminatory payor hiring practices. All this means that few cases are heard, says Dee Masters, a barrister at Cloisters in London, except those tagged onto other complaints, such as discriminatory dismissal or an allegation that a woman received a lower bonus than her male colleagues.
付诸于法律的受害者面对的困难更多。例如在英国，受害者如果没有在公司内部提出正式申诉或是性骚扰事件发生在申诉前三个月，劳工法庭很有可能认为指控不可信。受害者所受的伤害被分类为情感伤害（这类伤害因没有造成经济损失通常只会对受害者造成相对较低的损害），歧视性工资或歧视性雇佣政策。伦敦 Cloisters 的法律顾问Dee Master说道：“除非把职场性骚扰的案件与其他指控，例如歧视性解雇或是男女同工不同酬等一并申诉，否则单一职场性骚案件不会被注意到。
Then she will be asked why she did not complain earlier. “The honest answer”, says Ms Masters, “is that it didn’t make financial sense.” Any civil e-mails between a woman and her alleged harasser are likely to be used to undermine her story, though the reason for these is equally obvious: “She was trying to keep her job.”
而受害者通常会被质疑为何不早点申诉。Master 女士表示“最诚实的回答，就是：这种做法(早点申诉)根本不符合金融常识，受害者就只是想保住她的工作。因为任何女性受害者与骚扰者往来的邮件都会降低受害者的性骚案件可信度。（申诉胜率很低）
Hollywood is an extreme example of a work environment that facilitates what America’s Equal Employment Opportunity Commission (EEOC), a federal agency, calls “quid pro quo” harassment. This is when accepting sexual advances, or tolerating lewd remarks, is made an implicit or explicit conditionof getting or keeping a job. It relies on disparities of power—in the case of Hollywood, between the hordes of would-be starlets and the handful of (mostly male) agents, producers and directors who can deliver fame and riches.
好莱坞是一个极端的例子。工作环境促进了被美国平等就业机会委员会（联邦机构之一）称之为“条件交换”骚扰的发展。接受性骚扰或容忍猥亵言论，是获得或维持工作的隐含或明确的条件。它（“条件交换”骚扰的发展）依赖于权力的差异 - （在好莱坞案例上，主要是一群想要成为明星的人和少数（主要是男性）经纪人之间）以及依赖于制片人和可以带来名利和财富的导演。
It is also endemic in other countries’ media industries.Some producers in Bollywood, as India’s Hindi film industry is known, keep hotel rooms for castings, and young actresses know only too well what a late-night script-reading will involve.The occasional public allegation is easily hushed up: Indian newspapers rely on access to Bollywood players to fill their entertainment pages, which attract lucrative advertising. In 2009 Jang Ja-yeon, a South Korean soap star, killed herself, leaving behind a letter in which she alleged that her agent had forced her to have sex with a string of directors and producers. In a national survey of actresses a few months later, three-fifths said that they, too, had been pressured to have sex; half of those who refused said their careers had suffered.
”条件交换”骚扰（潜规则）在其它国家内的传媒业也流行。一些印度宝莱坞的制片人刻意在宾馆的房间安排选角，年轻演员也知道深夜读剧本背后的用意。偶尔的公开指证很快会被掩盖起来。原因在于印度报纸的娱乐版块还要靠这些宝莱坞演员的绯闻来获得可观的广告收入。2009年，韩国肥皂剧明星张紫妍选择了自杀，在她遗书中，她指控她的经纪人强迫她与一系列的的导演和制片人发生关系。在几个月后的一份对女演员全国调查中发现，3/5的演员被迫发生性关系，而拒绝发生性关系的演员中一半因此职业发展受到影响。
Similar power imbalances feed sexual harassment in universities. Young academics are at the mercy of star professors, whose goodwill and references they need when they start the hunt for a scarce permanent job. Universities may sack a a junior staff memberthey find guilty of harassment, says Lauren Edelman, a professor of law and sociology at the University of California, Berkeley. But they often protect faculty members by paying off their accusers and insisting on non-disclosure agreements. In Silicon Valley, too, firms may be reluctant to discipline men whoproduce or own valuable intellectual property. Several senior executives at Uber, a ride-sharing platform, resigned earlier this year after Susan Fowler, a former engineer at the firm, wrote a blogpost detailing widespread sexual harassment at its head office.
与之类似的权利不平衡助长了大学里的性骚扰。年轻学者往往受著名教授所支配，这些教授的名声和推荐在他们申请稀少的终身职位时往往非常有用。一位加利福尼亚大学伯克利分校的法律与社会学教授指出，大学或许会因发现性侵开除一些资历较浅的教员，但却常常通过收买指控者并达成所谓的保密协议，从而对（资历较深）教职人员的性骚扰网开一面。在硅谷，公司也不愿意惩罚为公司创造或者拥有有价值的知识产权的男性员工。今年年初，Uber（私车共享平台）的几位高管辞职，主要是前员工苏珊-富勒在其博客中详细披露Uber总部存在的性骚扰问题。
Show business for ugly people
丑陋人的表演
Ifpoliticsisshowbusinessforuglypeople,thengovernmentisthe ultimatevarietyshow.
如果政治是那些丑陋的人的表演的话，那么政府就是终极的综艺表演。
Politics is another problem industry. Most senior people in parties and parliaments are men, and some target young interns and researchers hoping to be selected as election candidatesor hired by think-tanks. But though professional women are more likely than those in manual jobs to make a formal complaint about sexual harassment, they are no more likely to experience it. Waitresses, hotel staff and agricultural workers are particularly vulnerable. In 2010 researchers at the University of California, Santa Cruz, interviewed 150 female farmworkers, and found that almost all had suffered sexual violence on the job. Just 7% of working American women are employed in restaurants, but a third of all those who bring sexual-harassment cases to the EEOC are. Waitresses in states where restaurants may pay below the minimum wage bring an outsize share of cases.Their reliance on tips makes it harder for them to stand up to lustful customers and bosses.
政界的此类问题同样很多。党内和议会的高级官员大部分为男性，他们中的一些人往往对年轻的实习生和研究员下手，因为他们希望成为选举候选人或者被智库聘用。但是尽管职场女性相比从事体力劳动的女性更有可能对性骚扰提出正式起诉，但是她们（职场女性）却很少这么做。女服务员，酒店员工，农场工作者特别脆弱（从而提起起诉）。2010年，加利福尼亚大学的圣克鲁斯分校的研究人员采访了150名女性农场工作者。调查发现，几乎所有人都在工作中遭遇过性暴力事件。尽管只有7%的美国劳动妇女在餐厅工作，但是在均等就业委员会的性骚扰投诉中，她们占到了1/3。而在那些餐厅可能支付最低工资以下薪酬的州，女服务员性骚扰投诉也占了很大比例。靠小费为生的她们更难面对好色的客户和老板（因为性骚扰投诉）。
The other type of sexual harassment recognised by the EEOC is that which creates a “hostile environment”: for example, crude remarks and persistent innuendo. The perpetrators are often colleagues rather than superiors. It may even be directed atsenior women, with the intention of taking them down a peg or two. In male-dominated industries it may be used to signal to women that they are not welcome.
平等就业机会委员会认可的其他类型的性骚扰是造成“敌对环境”的行为，例如粗俗的言论和不断的暗示。犯罪者通常是同事而不是上级，他们甚至可能直接针对高级女性（职位高），目的是挫伤她们的锐气（让她们知难而退）。在以男性主导的行业中，它可能被用来向妇女发出信号，表示她们不受欢迎。
Though such verbal harassment is widely regarded as minor compared with physical intrusions such as groping, the victims report feelings of vulnerability, fear and powerlessness. A report for the European Commission in 1999 found that those subjected to either sort of harassment experienced a wide range of symptoms, including anger, depression, humiliation and mistrust.
尽管口头骚扰与身体侵害（例如抚摸）相比，前者被认为伤害较小，但是受害者还是会感到脆弱，害怕和无力。一份来自欧洲委员会1999年的报告显示那些遭受过任何骚扰的人们都会经历不同症状，包括愤怒，抑郁，耻辱和不信任。
The idea that a hostile environment can constitute harassment gainedlegal currencyin America after a case in 1989. Teresa Harris brought a claim againstForklift Systems, the firm where she had worked in Tennessee. The facts were not disputed: that her boss made frequent remarks about her breasts and buttocks, once asked whether she had won a contract by offering to have sex with the customer, and on occasion made female employees fish for quartersin his trouser pockets.Ms Harris asked him to stop. He apologised but continued, so she resigned. Lower courts ruled that though a “reasonable woman” would have found his behaviour unpleasant, Ms Harris’s job had not been at risk and her work performance should not have been affected. There had been no quid pro quo and sexual discrimination had not occurred. The parties eventually settled, but not before the Supreme Court decided that such remarks and actions could create an atmosphere hostile to female employees.
在1989年的案件(Forklift Systems案件）之后，恶劣的环境构成骚扰正式立法。特蕾莎哈里斯对自己工作的公司，位于田纳西州的Forklift Systems提出了索赔。事实没有争议：她的老板经常评论她的乳房和臀部，曾经询问她是否通过提供与客户发生性关系赢得了合同，有时使女性雇员在他的裤子口袋里摸索（你懂的）。哈里斯女士要求他停止这么做。他屡教不改，所以她选择了辞职。地方法院裁定，虽然一个“理智的女性”会对他的行为会感到不悦，但哈里斯女士的工作并没有受到威胁，所以她的工作表现本来也不应该受到影响。没有交换条件，也不存在性歧视。双方的问题最终在高院立法（这样的评论和行为对女性雇员构成骚扰）后解决了。
Few would now argue that a “reasonable woman” should have to put up with such behaviour. Michele Paludiof Excelsior College in New York State has been training managers to deal with allegations, and carrying out independent investigations for companies and universities, since the 1980s. She has seen a big shift in attitudes. “Firms have moved from thinking it’s not a big issue, or that it’s just a personal matter between two staff, to seeing it as relevant for them,” she says.
现在很少有人认为“理智的女性”必须要忍受这种行为。二十世纪八十年代以来，纽约州伊克赛尔希尔学院的Michele Paludi一直都在培训经理们如何处理指控问题，并对公司和大学开展独立调查。 她看到了这些公司在态度上有了巨大的转变。“公司一开始认为这并不是什么大问题，或者认为这只是两个员工之间的个人问题，后来意识到这与他们（公司）不无关系，”她说道。
The costs for firms include legal and reputational risk, as well aspoor staff morale and higher staff turnover. Surveys asking about sexual harassment find that victims blame their companies for not putting a stop to it. Typically some respondents say that it made them change jobs. Other women see what is happening, and decide that their employer does not care about them. A large analysis in 2007 of 41 American studies came up with an estimate of $22,500 per year in lost personal and team productivity for each harassed employee.
公司成本包括法律及声誉风险，低员工士气，高员工流失率等。关于性骚扰问题的调查发现，受害者将这一行为归咎于他们的公司没有令行禁止。有些受访者通常都说性骚扰问题迫使她们改换工作。其他女性看在眼里，也会觉得老板不在乎他们（没有人文关怀，员工的士气低下，没有干劲）。2007年对41项美国研究进行的大量分析显示，每名受骚扰员工每年会使个人及团队生产力损失大约22,500美元。
Studies show that men and women hold different opinions as to what constitutes sexual harassment. A situation that many men perceive asa normal expression of sexual desiremay be regarded by many women as a threatening expression of masculine power. Men may dismiss a filthy remark as a joke when women hear it as an intentional humiliation. Men are more likely than women to say that the victim is to blame.
研究表明，男性和女性对性骚扰的定义持有不同的看法。许多男性认为，性欲的正常表达可能会被很多女性视为男性力量的威胁性表现。 男性可能不会去理会污秽的言辞，权当开玩笑，而女性听到这样的话，会认为其是有意的羞辱。比起女性，男性更有可能说受害者才应该是受到指责。
Men are also more likely to say that a degree of sexual banter and horseplay at work is pleasurable. But some women say they enjoy it, too. One study in 1994 of waiters and waitresses in Austin, Texas, found that almost all engaged in a great deal of groping and fondling, and frequently told sexual jokes and anecdotes. Most regarded this as unproblematic—as long as it was with colleagues they regarded as peers. When it came from a supervisor or customer, a colleague of a different race or sexual orientation, or one of the kitchen staff, they did not hesitate to call it harassment.
男人也更有可能会说，工作上一定程度的黄色笑话和恶作剧是令人愉悦的（调味剂）。但是有些女人也觉这么认为。1994年在德克萨斯州奥斯丁的一个针对男女服务员的研究发现，几乎所有人都参与过大量的（互相）摸索和爱抚，并经常讲黄色笑话和奇闻轶事。大多数人认为只要是与他们同辈的同事讲这些都是没有问题的。但是如果是主管或客户，不同种族或不同性取向的同事，又或者是厨房员工时，他们毫不犹豫地称之为骚扰。
Such ambiguities point to two difficulties for firms keen to stamp harassment out. Whether sexual words or actions are welcomed depends on their source, context and perceived intent. A man who makes personal remarks about his female colleagues, or frequently touches them, may mean no harm, but be unaware that his actions are unwelcome. Or he may be carefully calibrating his actions to allow him to claim innocent intent. Further complicating matters, the power and wealth that make it easier to get away with harassment can, in other situations, be aphrodisiacs. In 2005 a student at New York University asked Mr Trump’s third wife, Melania, if she would have chosen to be with him if he had not been rich. “If I weren’t beautiful,” she replied, “do you think he’d be with me?”
这种含糊不清意味着企业在解决骚扰问题上面临的两大难题。是否性言语或行为受欢迎取决于他们的来源，背景和意图。一个对女同事发表个人言论，或经常抚摸她们的人，可能并不意味着伤害，但不清楚他的行为是不是受欢迎。或者他可能会认真地校正他的行为，让他可以为自己辩护称是无辜的。更复杂的事情是在一些情况下，权力和财富可以是一剂春药，让人更容易摆脱骚扰。2005年，纽约大学的一名学生问特朗普的第三任妻子梅里亚尼亚:“如果特朗普不富有的话，她是否会选择与他在一起。”她回答说:“如果我不漂亮，你以为他会和我在一起吗？
Many American firms have tried tobulldoze their waythrough such subtleties by introducing no-dating policies. Employees who start a sexual relationship with each other are supposed to notify their managers; one of the couple may have to resign. But most workplace harassment is not within a mutually acknowledged relationship, even one that has ended. And no-dating rules, as well as being intrusive, can have perverse consequences. If one party has to quit, it is usually the more junior one, who will more often be the woman. In Europe broadly drawn workplace-datingbansfall foul of privacy laws.
许多美国公司都试图通过引入“公司里不准谈恋爱”政策来铺平道路（解决骚扰问题）。谈恋爱的员工（同一个公司）按道理应该通知他们的经理，而且两个人中的一个必须辞职。但是大多数工作场所的骚扰并不是发生在相互承认的关系中，即使是两个人已经分手。没有约会以及性侵的条例可能会产生不利影响。如果一方不得不退出，那通常是较年轻的，而且女性更常见。在欧洲，工作场所禁令（禁止谈恋爱）违反了隐私法。
America also has some of the world’s most detailed anti-harassment laws. A vast training industry has grown up around them. But much of what firms do is what Professor Edelman calls “symbolic compliance”: paper policies that mean little in practice, and training done mainly to convince courts that the firm takes harassment seriously, thus reducing any damages. Training may involve identifying instances of sexual harassment in an online questionnaire, or attending a talk, perhaps with a video outlining the legal definition. Some unfortunate employees are made to engage in role-play.
美国也有一些世界上最详细的反骚扰法。围绕着这些法律，形成了一个庞大的培训产业。但是，埃德尔曼教授认为大部分公司所做的可称为是“象征性遵守”。纸上策略意味着只有少量的实践（纸上谈兵），培训目的是让法庭相信公司有认真的对待骚扰问题，从而减少任何损害。培训可能涉及通过在在线调查问卷中确定性骚扰事件，或参与一个谈话，又或者一个关于法律定义的视频概括等手段来确认性骚扰案件。一些不太幸运的员工会被要求参与角色扮演。
The examples presented can be so absurd that they are worse than useless, says Robyn Swirling, the founder of Works in Progress, a new organisation that aims to improve anti-harassment training. She asked her friends and professional contacts to tell her about any training they had received. One said “having a candle-lit dinner with the intern” was given as an example of what was forbidden; another offered, “Don’t take your pants off at a work event.” A third said, sardonically, that he had learned how far he could go without getting into trouble.
Robyn Swirling（是一家新反性骚扰培训机构“WORKS IN PROGESS”的创始人），认为上述的例子是如此荒谬以至于有害无益。她要求她的朋友和专业方面的熟人告诉自己她们之前接受过的任何培训。一个人说：“和实习学生一起进行烛光晚餐被认为应该是禁止的。”另一个人说：“不要在工作活动中脱掉自己的裤子。”第三个讽刺的说：他已经学会如何让自己远离麻烦。
Several studies have shown that poor training can even backfire. Justine Tinkler, a sociologist at the University of Georgia, gave an “implicit association” test to men, designed to reveal their hidden biases. Before the test half of them, randomly selected, were presented with anti-harassment material similar to that used by many firms. Judging by their responses, the material activated stereotypical ideasof men as powerful and women as vulnerable.
多项研究表明，劣质的培训往往会事与愿违。廷科勒•海宁，格鲁吉亚大学的社会学教授针对男性进行了一个“隐性关联”的测试，测试被用来揭露男性隐藏的偏见。在进行测试之前，随机挑选一半的测试者，给他们展示一些类似于许多培训机构所用的反对性骚扰的材料。通过他们的反应进行判定，这些材料激发了他们的传统观念：男人是强大的，女人是脆弱的。
This is troubling, since such notions are associated with a propensity to commit sexual harassment, and to dismiss it as trivial. Other studies suggest that training can widen the gap between men’s and women’s conceptions of harassment, or make men less likely to view coercion of a subordinate as harassment and more likely to say that many complaints are ill-founded or malicious.
这个结果令人困扰，因为这种想法与实施性骚扰的倾向紧密相连，并将其视为微不足道。其他的研究表明这种训练会使男人和女人对性骚扰的认知产生更大的区别，让男人更不可能认为强迫下属是一种骚扰，而更有可能认为很多投诉是无根据的或者恶意的。
Mediated conversations between small groups of men and women could help forge consensus about what constitutes sexual harassment, suggests Professor Edelman. Anonymous “climate surveys” that include questions about employees’ experiences of harassment have been shown to be useful—if managers take note of the results. Training senior women to offer confidential advice might encourage junior ones to report problems earlier, says Ms Masters, though she cautions that such women may be “complacent” about their own workplaces, since it is younger women who are more likely to be targets.
Edelman教授提出，在男性和女性中的小组间的对话中，是什么构成性骚扰的问题达成了共识。如果管理者注意到匿名的“气候调查”（包含了有关员工骚扰经验的问题）的这些结果，那么他们就能起作用了（在实际解决性骚扰问题中）。有些公司鼓励资深的女性员工帮助辅导年轻的女性员工大胆说出被潜规则的事实。但Master担心的是，往往资深女工因为地位或者姿色反而不会被性骚扰，所以她们的建议反而会有倾向性（偏向公司）。
What is an Employee Climate Survey?
Used for organizational training and development, Employee Climate Surveys provide a picture of your organization's needs. These surveys can be used to solicit employee opinions on a variety of issues such as the company's success in communicating its mission to employees, or local issues such as quality of the working environment.
Training needs to debunk common myths about harassment, says Ms Paludi, in particular the notion that a delayed complaint is probably false. The trick, she says, is not to present trainees with a third-party scenario, but to ask what they would do themselves. Typically, they shift from saying that harassment should be reported immediately to worrying about retaliation and the possible harm to their careers.
帕尔迪说，培训需要揭开关于骚扰的常见误区，尤其是一些错误的概念，例如延迟投诉等。她说，诀窍不在于向学员介绍第三方的情景，而是要问他们将会为自己做些什么。通常情况下，他们转而从立即报告骚扰转变到担心报复以及可能对职业造成的伤害。
Firms need to be transparent about how they will respond to a complaint, says Ms Swirling. In her informal survey, some women said that if harassment was “inappropriate, but in the grand scheme of things minor”, they might stay silent for fear of ruining the perpetrator’s career. They want to know that complaints will be dealt with proportionately. Making it acceptable to “call out the small things” should help shift a work culture over time. She recommends that managers encourage staff who witness an unwelcome off-colour remark or sexualised gesture, even if it is directed at someone else, to say immediately that it is inappropriate.
Swirling女士表示，关于公司如何应对投诉，公司应该透明化。在她的非正式调查中，一些女性表示，如果这些骚扰仅仅只是 不恰当的，而且比起真正要去处理的事情，又稍微显得微不足道了一些（正所谓干大事者不拘小节）。他们可能会选择沉默，因为害怕毁掉自己的职业生涯。他们想知道投诉是否会被合理处理。这种妥协，大事化小的理念帮助改变工作文化。她建议公司主管鼓励教育员工当看到了这些不受欢迎的或者带有性影响的行为的时候要立马说出来（那些行为是不合适的），即便对方的主管是其他人。
Friendly environments
友好的环境
Such intervention will be more effective if it is not only women who are doing it. Ms Tinkler cites another study in which a presentation about sexual harassment did not activate stereotypes when the voiceover was male rather than female. The point is not that training should be done only by men, she says, but that when men speak up it gives the issue legitimacy and makes it less polarised. “It’s less likely to be perceived as women against men.” If firms are to gobeyond legal complianceand make sexual harassment rarer, they need to insist that it is everyone’s problem.
让男性员工也参与到阻止性骚扰事件会比单单依靠女性员工的力量更加有效（男女搭配，干活不累）。Tinkler女士引用了另一个研究，研究表明在一个关于性骚扰的演讲中，如果演讲者是男性而不是女性的话，就不会激活人们的刻板印象（前面提到男性是强大的，女性是脆弱的）。这并非只让男性去做这些培训，而是男性演讲时增大防范性骚扰问题的合法性，也会减少男女员工之间的性别对立----性骚扰并不是男性针对女性的问题如果企业想树立更高的道德标准，减少性骚扰行为的出现，他们需要坚持一个理念：防范性骚扰，人人有责！
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今天只想感谢所有的翻译者，选择这篇文章也是纠结了很久，平时一般选择的都是10段后者14段，而这个由32段，也是想做个尝试，总共有10个志愿者参与了翻译，中间出了点小插曲， 再加上自己这两天刚好比较忙，所以也没有及时推送出来，先到个歉，但是我想说的是大家真的很用心在做翻译这个事情。
其实我们做任何事情，首先最重要的就是态度，只要肯花心思去做一件事情，那么肯定不会做的太差。公众号开了刚好差不多有俩星期了，算上今天这篇也差不多10篇文章，翻译下来整体感觉：翻译需要具备很多素养：翻译技巧，背景知识，联系上下文等等。
说实在，在做这个公众号之前，小编真的就是大菜鸟（又暴露了肤浅的自己，现在应该是中菜鸟级别，勿喷），基本没有沉下心来去做过一篇翻译，但是做了几次以后发现真的能学到很多，尤其是翻译+校对，在这里我强烈鼓励大家去做校对这个工作。为什么？
因为现在一篇文章，基本大家能接触到只是两段或者三段左右，很多时候大家没有去通读全文，也没有查任何背景资料，所以翻译出来的可能并不符合原文的语境，而校对需要有一个大局观，首先你必须得通读全文，然后阅读大量的背景资料，良好的翻译技巧和中英文水平，而且等你做完翻译+校对以后，再回去听音频，会发现和第一次听（小编第一遍会先听音频）的时候截然不同，有了很大的提高。
我们已经很久没有热爱过一样东西，如果你爱经济学人，我希望你能加入进来，社会很浮躁，而发自内心的热爱，是我们现在所需要的。最后希望群里专业的翻译，英语老师，以及大咖能对我们多提建议，只有听到不同的声音，才能进步！我们一起加油打call！！！
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长按关注个人公众号英文部分转自《经济学人》，非商业用途，仅限于小组学习，如有任何翻译错误，请大家留言更正，谢谢！
