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The more women and minorities make their way into the ranks of management, the more they seem to want to talk about things forme

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问题       The more women and minorities make their way into the ranks of management, the more they seem to want to talk about things formerly judged to be best left unsaid. The newcomers also tend to see office matters with a fresh eye, in the process sometimes coming up with critical analyses of the forces that shape everyone’s experience in the organization.
      Consider the novel views of Harvey Coleman of Atlanta on the subject of getting ahead.  Coleman is black. He spent 11 years with IBM, half of them working in management department, and now serves as a consultant to the likes of AT&T, Coca Cola, Prudential, and Merch. Coleman says that based on what he’s seen at big companies, he weighs the different elements that make for long term career success as follows: performance counts a mere 10%, image, 30%; and exposure, a full 60%.
      Coleman concludes that excellent job performance is so common these days that while doing your work well may win you pay increases, it won’t secure you the big promotion.
   He finds that advancement more often depends on how many people know you and your work, and how high up they are. Ridiculous beliefs.’? Not too many people, especially many women and members of minority races who, like Coleman, feel that the scales have dropped from their eyes.
      "Women and blacks in organizations work under false beliefs," says Kaleen Jamison, a New York-based management consultant who helps corporations deal with these issues. "They think that if you work hard, you’ll get ahead that someone in authority will reach down and give you a  promotion." She added, "Most women and blacks are so frightened that people will think they’ve gotten ahead because of their sex or colour that they play down their visibility." Her advice to those folks: learn the ways that white males have traditionally used to find their way into the spotlight.
The reason why women and blacks play down their visibility is that they ______.
选项 A、don’t want people to think that their promotions were due to sex or colour
B、don’t want someone in authority will reach down and give them a promotion
C、know that someone in authority will reach down and give them a promotion
D、believe they can get promoted by reason of their sex or colour
答案A
解析 事实判断题。意为：“不想让人认为他们的晋升是出于性别和皮肤的原因”。即：不想让人误以为老板是因为喜欢她或让别人知道自己对不同肤色的人公平看待才给他们晋升的。最后一段指出，科尔曼的观点是否有点荒唐呢?对于许多人来说，特别是对妇女和像科尔曼这样的少数民族的人来说并不荒唐，因为他们感到自己已看到事情的本质(the scales have dropped from their eyes)。贾米森在纽约做管理顾问，帮助公司处理这方面的事务，她说：“工作的妇女和黑人经常有些错误认识，认为只要努力工作，就会有晋升的机会
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