其次，在获得雇主资助方面，我们看到30-39岁是个明显的分水岭。之前，雇主给与的时间和资金方面的帮助最高占到了60%，而进入分水岭年龄段后，这些方面的资助下降到了30%，然后，随着年龄段的增长，比例又开始反弹，并在图表所示的最大年龄段里回升到了40%。
Secondly, in terms of the support obtained from employers, we see that the period of 30-39 age division is a clear-cut dividing line. Before reaching this age division, the time off and help with fees offered by employers account for as high as 60%. However, after this dividing line, this kind of sponsoring drops to 30% and then, with the increase in age, this percentage begins to climb again, rising to 40% with the oldest age group as is shown in the chart.
由此，我们通过这两个图表所展示的数据对比了解了人们学习的原因之所在以及雇主方面提供资助的情况。
Thus, through a comparison of the figures exhibited in the two charts, we have learned about the reasons why people study at different ages and the help that employers would like to offer.
