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At Goldman Sachs in the late 1990s, management committee partner Bob Steel recognized this perception problem and came up with an admirable solution.
20世纪90年代末，高盛公司管理委员会的合伙人鲍勃·斯蒂尔不仅意识到了这个问题，还想到了极妙的解决方法。
The father of three daughters, Steel told a training class that he had a "breakfast or lunch only policy"
已经有3个女儿的斯蒂尔在一次培训课上提到，由于他对于和女性职员在外吃晚餐感到不自在，
with employees because he felt uncomfortable going out to dinner with female employees and wanted to make access equal.
同时又想表现得对职员一视同仁，所以制定了“只能共进早餐或午餐”的政策。
Sharon Meers worked at Goldman at the time and said Steel's decision caused a bit of a stir, but she thought his candor was heroic.
莎伦·密尔兹当时在高盛工作，她说斯蒂尔的这个决定还引起了一阵小轰动。
Anything that evens out the opportunities for men and women is the right practice.
任何能让男女机会平等的事情都是正确之举：
Some will get there by adopting a no-dinner policy; others may adopt a dinner-with-anyone policy.
有的人可以通过“不共进晚餐”的方式，有的人可以通过“谁都能找我吃晚餐”的方式。
In either case, we need practices that can be applied evenly.
不管是哪种情况，我们都需要更为公平的做法。
Many companies are starting to move from informal mentoring that relies on individual initiative to more formal programs.
许多公司已开始从个人自发的非正式指导关系转向更正式的合作。
When taken seriously, these formal mentorship/sponsorship programs can be remarkably successful.
当这种指导关系被认真对待时，这些正式的指导及赞助合作项目会相当成功。
One study showed that women who found mentors through formal programs were 50 percent more likely to be promoted than women who found mentors on their own.
研究显示，通过正式项目找到导师的女性，其升职的可能性比自己找到导师的女性高出50%。
