(c) 6 分 · 内容加语言连贯的英文段落，写三到四个完整的技巧环，同时把内容点覆盖到。不要用 ① ② ③ 分条。
(c) 的一个技巧环 = 三件事
① 点名技巧 rhetorical question / statistics / contrast / example / parallelism / simile / high modality / definition / famous saying ② 引出原文 把对话里那句话译成英文引出来，加引号 ③ 说清效果 这个技巧在这里劝住了什么、让听众感觉到什么，扣回说话人的目的
According to the text, what policy has the company recently introduced?
(b)3 分
周经理认为职场性别平等能给公司带来哪些好处？
周經理認為職場性別平等能給公司帶來哪些好處？
What benefits does Manager Zhou believe workplace gender equality can bring to the company?
(c)6 分
周经理在对话中是如何劝说小陈支持这项政策的？联系对话内容和语言特色来回答问题。
周經理在對話中是如何勸說小陳支持這項政策的？聯繫對話內容和語言特色來回答問題。
How does Manager Zhou persuade Xiao Chen to support this policy? In your answer, refer to both the content and the language features used in the conversation.
交之前自查三件事
① (b) 是不是只写了“赚钱”那一面？她讲的好处分两层，业绩利润是一层，视角、沟通、决策、用好人才是另一层，缺一层就丢分。
② (c) 每一处技巧都做到“名称 → 原文 → 效果”三步了吗？至少三处写透。
③ 全部用英文写了吗？这一题中文作答不给分。
Juxtaposes the outdated 'men outside, women at home' attitude against the changed present, exposing Xiao Chen's assumption as obsolete and opening him to a new view.
反问 Rhetorical question
难道女性就天生不适合当领导吗？
Challenges the assumption that women are innately unsuited to leadership, forcing Xiao Chen to confront his own bias rather than passively receiving a claim.
下定义 Definition
所谓职场性别平等，并不是要偏袒谁，而是让男女在同样的能力面前，得到同样的机会
Precisely defines what workplace gender equality means, dismantling his misconception that the policy is favouritism or special treatment.
数据 Statistics
管理层里女性比例超过三成的公司，利润平均高出百分之十五
Uses concrete figures to prove a tangible commercial benefit, making the argument objective and difficult to dispute.
举例 Example
你看隔壁部门的李总，她带的团队连续三年业绩第一
Cites a familiar, real workplace case that makes the abstract claim credible and relatable to Xiao Chen.
明喻 Simile / analogy
一个团队就像一只鸟，只有两只翅膀都强壮，才能飞得又高又远
Vividly likens a team to a bird needing both wings, making the necessity of gender balance intuitive and memorable.
成语与名言 Idiom and famous saying
巾帼不让须眉；毛主席也讲过，妇女能顶半边天
Invokes the idiomatic saying 巾帼不让须眉 and a well-known authoritative quotation to lend cultural weight and emotional resonance to the claim of women's equal worth.
排比 Parallelism
让女性有舞台，让男性有伙伴，让团队有活力
The rhythmic repeated 让… structure drives home that gender equality benefits every party, building persuasive momentum.
高情态 High modality
我们企业要发展，就必须让女性有舞台
Strong modals such as 必须 and 一定 convey certainty and urgency, pressing Xiao Chen toward action rather than mere agreement.
③ 参考答案，以及怎样才算写到位
(a) 1 分
Sample The company has introduced a policy to promote more women into management positions and has set a clear target for the proportion of women in its leadership.
Sample Manager Zhou believes gender equality strengthens the company in several ways. Commercially, firms with over thirty per cent women in management earn on average fifteen per cent higher profits, and countries and companies that encourage women in decision-making tend to be more innovative and competitive. Beyond results, women managers bring a different perspective, more attentive communication and more thorough decision-making. She also argues that equality lets every person use their talents fully, prevents half the workforce's ability from being wasted, and gives the whole team greater vitality and long-term competitiveness.
Sample Manager Zhou draws on a range of content and language features to move Xiao Chen from doubt to support. Firstly, she uses contrast, setting the old belief that 'men manage the outside world and women the home' against the fact that 'times have long changed.' This exposes his view as outdated and opens him to a new perspective. She reinforces this with a rhetorical question, asking whether 'women are naturally unsuited to being leaders,' which forces him to confront his own bias rather than simply hearing a claim. She also defines the policy clearly, explaining that equality is 'not about favouring anyone, but about giving men and women equal opportunity in the face of equal ability,' removing his fear that it is mere special treatment. Secondly, she persuades through evidence. She cites the statistic that companies with over thirty per cent women in management earn 'fifteen per cent higher profits,' and gives the concrete example of 'Director Li next door, whose team has topped performance for three years.' Combining data with a familiar case makes her argument objective and credible, and she seals it with another rhetorical question: 'aren't these figures and examples enough?' Finally, she appeals to culture and vision. She uses the simile that 'a team is like a bird that can only fly high and far when both wings are strong,' making the need for balance intuitive, and adds the idiom 'women are no less capable than men' and the saying 'women hold up half the sky' to lend cultural authority. She then employs parallelism and high-modality language, insisting the company 'must give women a stage, men a partner and the team vitality.' Together these techniques convince Xiao Chen that equality benefits everyone, prompting him to pledge his support.