2025年12月四级第3套长篇阅读匹配原文翻译及答案

A) Ageism and long-term unemployment are most damaging for those in the second half of their careers. Changing careers is hard. Getting back into work after you've been laid off is even harder. Those over 45 make up the bulk of the long-term unemployed, in America and elsewhere. Hiring managers admit they are reluctant to hire those over 40 or 45, arguing they probably won't be a good "fit," their experience won't be relevant to the workplace, and they'll be unable or unwilling to learn new skills.

年龄歧视和长期失业对那些职业生涯后半段的人来说伤害最大。换职业很难。在被裁员后重新找到工作更难。在美国和其他地方，45岁以上的人构成了长期失业者的大多数。招聘经理承认他们不愿意雇佣40或45岁以上的人，认为他们可能不是好的“合适人选”，他们的经验与工作场所不相关，并且他们将无法或不愿意学习新技能。

B) But the one thing that can really make a difference? More education and training. These are the results from a new study by Generation, a nonprofit founded by former McKinsey consultants. They've just published a global survey on midcareer employment, based on surveys of over 5,000 workers and managers in seven countries.

但真正能带来改变的一件事是什么？更多的教育和培训。这些是Generation新研究的结果，Generation是由前麦肯锡顾问创立的非营利组织。他们刚刚发布了一项关于中年职业就业的全球调查，基于对七个国家超过5000名工人和经理的调查。

C) "Older midcareer workers...make up the bulk of the long-term unemployed in many countries," Generation's analysts write in their report. Those over 45 comprise over 40% of the long-term unemployed, for example. And if you're out of work past the age of 45, there's nearly a two in three chance you'll be out of work for over a year, they find. "Midcareer individuals are finding it harder to get jobs," they write. "People age 45+ face persistent and rising pressure in the global job market. They are unemployed for much longer than the average, and their age is indeed one of the greatest barriers to their finding a job."

“较年长的中年职业工人……在许多国家构成了长期失业者的大多数，”Generation的分析师在报告中写道。例如，45岁以上的人占长期失业者的40%以上。他们发现，如果你在45岁以后失业，你有近三分之二的可能会失业超过一年。“中年个体正发现找工作更难，”他们写道。“45岁以上的人在全球就业市场面临持续和上升的压力。他们的失业时间比平均水平长得多，他们的年龄确实是他们找工作的最大障碍之一。”

D) A substantial part of this, they report, is "widespread ageism" on the part of hiring managers. Although such managers admit that post-45 hires turn out on average to be just as good as or better than younger workers, they still don't want to hire them. "Hiring managers have a strong perception bias against 45+ job candidates — they believe that members of this age group have poor skills and low adaptability," Generation's analysts report.

他们报告称，这其中很大一部分是招聘经理“普遍存在的年龄歧视”。尽管这些经理承认，45岁以上的雇员平均表现与年轻工人一样好甚至更好，但他们仍然不想雇佣他们。“招聘经理对45岁以上的求职者有强烈的感知偏见——他们认为这个年龄段的人技能差、适应能力低，”Generation的分析师报告。

E) The survey results are remarkable. Hiring managers are three times as likely to rate job applicants age 35-44 as a better "fit" than those over 45. They rate the post-45 job seekers lower on average on all three measures — even experience — than those ages 18 to 34. This is true even though nearly nine managers in 10 also said their post-45 workers were as good as or better than younger employees in the same jobs.

调查结果引人注目。招聘经理将35-44岁的求职者评为更“合适”的可能性是45岁以上的三倍。他们平均在所有三个衡量标准上——甚至经验——都给45岁以上的求职者打了比18到34岁的人更低的分数。尽管近九成经理也表示，他们的45岁以上的员工与同岗位的年轻员工一样好甚至更好，但这仍然成立。

F) Their biggest fears about hiring those over 45? Managers said they worry that older hires will be reluctant to try new technologies, and will be unable to learn new skills. Besides, the majority of hiring managers are under 45 — and seem reluctant to hire people older than themselves.

他们对雇佣45岁以上的人的最大担忧是什么？经理们表示，他们担心年长的雇员会不愿意尝试新技术，并且无法学习新技能。此外，大多数招聘经理年龄在45岁以下——并且似乎不愿意雇佣比自己年长的人。

G) But here's the good news. Older workers who've actively engaged in more education and training relevant to their jobs turn this pretty much on its head. Three-quarters of hiring managers said they'd be more likely to hire an over-45 who had relevant education, training or credentials (文凭). Among those over 45 who'd successfully switched careers, 74% said training helped them get their new job.

但好消息是。那些积极参与更多与工作相关的教育和培训的年长工人，基本上扭转了这种情况。四分之三的招聘经理表示，他们更可能雇佣一个拥有相关教育、培训或文凭的45岁以上的人。在那些成功转换职业的45岁以上的人中，74%表示培训帮助他们找到了新工作。

H) "Midcareer switchers overwhelmingly say that training enabled them to shift to a new career path," the analysts write. And when they asked over-45 candidates about their attitudes, they found that "those who are excited by training are unemployed for less time, receive more job offers, and are more satisfied by the job offers they receive."

“中年职业转换者压倒性地表示，培训使他们能够转向新的职业道路，”分析师写道。当他们询问45岁以上候选人的态度时，他们发现“那些对培训感到兴奋的人失业时间更短，收到更多的工作邀请，并且对他们收到的工作邀请更满意。”

I) Hiring managers said training was three times more likely to get them to hire applicants over age 45 than, say, government subsidies (补贴). What training are we talking about? Obviously it depends on the job. And, yes, managers are most likely to be impressed by industry qualifications you get in school. These things cost money, and time. But these aren't the only things helpful. Those who had successfully changed careers after 45 told Generation that education and training had been a big help — and that included in-person, on-the-job training, "informal learning," and online courses — with or without certification.

招聘经理表示，培训比政府补贴更可能让他们雇佣45岁以上的申请人三倍。我们在谈论什么培训？显然这取决于工作。而且，是的，经理们最可能对你在学校获得的行业资格印象深刻。这些东西需要金钱和时间。但这些不是唯一有帮助的事情。那些在45岁后成功转换职业的人告诉Generation，教育和培训有很大帮助——这包括面对面、在职培训、“非正式学习”和在线课程——无论是否有认证。

J) If they think we're too old to learn new skills after we're 45, just learning some new skills may have an effect on its own. There's a downside to this. The people least interested in retraining are more likely to come from historically disadvantaged communities, more likely to have low incomes, and are more likely to have the least schooling after getting their high-school diploma or earlier. On average, post-45 job switchers with higher incomes participate in 2.5 training programs each. Those with lower incomes: 0.9 programs on average.

如果他们认为我们在45岁后太老了而无法学习新技能，那么仅仅学习一些新技能本身就可能产生效果。这也有一个缺点。对再培训最不感兴趣的人更可能来自历史上处于不利地位的社区，更可能有低收入，并且更可能在高中文凭或更早之后接受最少的教育。平均而言，高收入的45岁以上职业转换者每人参加2.5个培训项目。低收入者：平均0.9个项目。

K) Many years ago, I wrote about a study which found that employers are much more likely to hire a college graduate who has some work experience in the industry than a college graduate who took the "right" degree. A bank is more likely to hire a literature graduate who spent their summers working in their local bank than a finance or economics graduate who spent their summers surfing or traveling around Italy. They've learned through long experience. The person who worked in the bank is more likely ready, willing and able to be part of the team and do the job from day 1.

多年前，我写过一项研究，发现雇主更可能雇佣一个在该行业有工作经验的大学毕业生，而不是一个拥有“正确”学位的大学毕业生。银行更可能雇佣一个夏天在当地银行工作的文学毕业生，而不是一个夏天冲浪或环游意大利的金融或经济学毕业生。他们通过长期经验学到了这一点。在银行工作过的人更可能从第一天起就准备好、愿意并能够成为团队的一部分并做好工作。

L) We can rail against "ageism" all we like. It gets us nowhere. And it's easy to forget that employers, like everyone else, are under time pressure and are just trying to solve problems. Any and all "training," including inexpensive and informal training, is going to help resolve their worries about hiring someone over 45. And it has never been easier or cheaper to gain instruction in new skills, thanks to the internet. Online schools like Udemy and Lynda.com offer sweet deals at signup. And courses on YouTube are free.

我们可以随意抱怨“年龄歧视”。这对我们没有帮助。而且很容易忘记，雇主和其他人一样，面临时间压力，只是在试图解决问题。任何和所有的“培训”，包括廉价和非正式的培训，都将有助于解决他们对雇佣45岁以上的人的担忧。而且，多亏了互联网，获得新技能的指导从未如此容易或便宜。像Udemy和Lynda.com这样的在线学校在注册时提供优惠。YouTube上的课程是免费的。

M) Bottom line? Yes, it really can be difficult getting a new job after age 45, let alone changing careers. One of the best things we can do to help ourselves is to go online and learn new, relevant skills. Sadly, the people who most need the help are least likely to take it — which raises a challenge for society as a whole. Not only do we not want to see lives go to waste, but we all benefit if more people are working and fewer are unemployed.

底线是什么？是的，在45岁后找到新工作确实很难，更不用说换职业了。我们能做的最好的事情之一就是上网学习新的相关技能。可悲的是，最需要帮助的人最不可能接受帮助——这对整个社会提出了一个挑战。我们不仅不想看到生命被浪费，而且如果更多人工作，更少人失业，我们所有人都会受益。