Interpretação de texto- idioms

IN 2015 the promise of gender equality seems closer than ever.
A new report by the Pew Research Centre shows that the majority
of Americans think women are just as capable of being good
political and business leaders as men. They are perceived as
indistinguishable from their male peers when it comes to leadership
qualities such as intelligence and capacity for innovation. On other
qualities—honesty, fairness, compassion and willingness to
compromise—many Americans actually judge women as superior.
It’s tempting to read the report as a sign of progress. After all, the
114th Congress includes a record number of women (104) serving
in the House and Senate. On the corporate front, 26 women now
lead as CEOs of Fortune 500 companies; that’s up from zero in
1995. But, in fact, the 104 congresswomen only make up 19% of
Congress and the female CEOs are only 5% of all Fortune 500
CEOs.
In short, the numbers are creeping along, but they’re still
staggeringly low. The success of a Hillary Clinton or a Mary Barra
is encouraging—but these women are exceptions to the rule. What
is holding women back from leadership positions in 21st-century
America? According to Pew, the problem is that women still have
to do more than men to prove themselves. This finding suggests a
troubling assumption—that we still don’t expect women to be able
to do what men can do. We allow that it’s possible, but our baseline
expectations are that men are more capable. This puts women in
the position of having to go above and beyond the standards to
which men are held in order to demonstrate their competence.
Even then, women’s efforts are unlikely to be rewarded. As Sheryl
Sandberg and Adam Grant pointed out in a recent New York
Times op-ed, when male executives speak up, they receive 10%
higher competence ratings; when female executives do the same,
their ratings from their peers are 14% lower. Similarly, when male
employees offer ideas, they receive higher performance
evaluations; when women offer the same ideas, managers’
perceptions of their performance remain unchanged.
Then there are the structural problems involved with
women becoming pregnant. In Brigid Schulte’s fine book
“Overwhelmed”, she describes some of the double-standards those
women face in the workplace. Research has found that pregnant
women are perceived as “less authoritative and more irrational,
regardless of their actual performance”. Women who have an
offspring are often seen as less committed to work than their peers
who haven´t mothered any child. Fathers, meanwhile, are not only
viewed as equally competent as men without children, but also
significantly more committed to work. As a result, while mothers are
often penalised for their family commitments, fathers tend to be
“recommended for management training more than men without
children.” Researchers describe this phenomenon as a
“motherhood penalty” and “fatherhood bonus”. And this is without
considering some of the complications of parental leave and child
care, which disproportionately affect female workers.
In light of the numbers and research, how is it possible that most
Americans still express such positive views of female leadership?
It’s hard to account for the discrepancy between the Pew report and
the realities of the American workplace. Plain sexism isn’t a
satisfying answer since people actually seem to think
women are competent leaders. Perhaps it’s a matter of biases so
ingrained that our actions still haven’t caught up with our
enlightened views. Americans claim to hold equitable views—they
know these are the right views to have, much like most people will
certainly say they are not racist. But converting such views into
practice is another matter entirely.
This is a loss for women, of course. But it’s also a social and
economic loss for people and businesses generally. Research
shows that everyone does better when women share the reins of
power. Ms Sandberg and Mr Grant hammer this in: “Start-ups led
by women are more likely to succeed; innovative firms with more
women in top management are more profitable; and companies
with more gender diversity have more revenue, customers, market
share and profits.”
Such results seem to support gender equity, but clearly numbers
aren’t enough to change corporate behaviour. Viscerally,
Americans resist letting femininity and power go hand-in-hand; a
female leader still strikes us as unnatural on an emotional level. At
the end of the day, we simply lack enough compelling models for
what female power should look like. This should change as more
women manage to break into leadership roles. Soon, perhaps, a
powerful woman won’t appear threatening or aspirational, but
simply normal.
Qual dos idioms abaixo ilustra uma situação descrita pelo texto?
a) one man´s blessing is another man´s curse
b) to live hand to mouth
c) to get the wrong end of the stick
d) to be all ears
e) to be born with a silver spoon in your mouth

gabarito:

A questão pede uma expressão (como um ditado popular) que traduza alguma situação presente no texto.

A - a benção de um homem é a maldição de outro = encaixa perfeitamente na parte em que o texto diz que mulheres com filhos é como sofrer uma penalidade e homens com filhos é como um bônus, na perspectiva do trabalho.

B - literalmente = viver mão à boca, figurativamente = viver em condição de pobreza/falta de condições = não tem ligação com o texto

C - literalmente = segurar a ponta errada do bastão, figurativamente = interpretar uma situação de forma errada = também não tem ligação com o texto

D - ser todo ouvidos = não se encaixa no texto

E - literalmente = nascer com uma colher de prata na boca, figurativamente = ser rico desde o nascimento (aqui no Brasil é como aquele expressão "nascer em um berço de ouro") = também não tem ligação

Muito obrigado,fera!