What does my headscarf mean to you? | Yassmin Abdel-Magied

Translator: Monika Mändmaa Reviewer: Aari Lemmik

Someone who looks like me walks past you in the street.

Kui keegi, kes näeb välja nagu mina teist tänaval möödub,

Do you think they're a mother,

kas peate teda emaks,

a refugee

või hoopis pagulaseks

or a victim of oppression?

või rõhumise ohvriks?

Or do you think they're a cardiologist,

Või arvate, et ta on kardioloog,

a barrister

advokaat

or maybe your local politician?

või ehk kohaliku omavalitsuse poliitik?

Do you look me up and down,

Kas vaadates mind mõtlete sellele,

wondering how hot I must get

kui palav mul võib olla

or if my husband has forced me to wear this outfit?

või kas mu abikaasa on mind sundinud kandma seda riietust?

What if I wore my scarf like this?

Mis siis, kui ma oma salli kannaksin hoopis sedasi?

I can walk down the street in the exact same outfit

Ma võin kõndida tänaval täpselt samas riietuses,

and what the world expects of me and the way I'm treated

aga see, mida teised minust eeldavad ja kuidas mind kohtlevad,

depends on the arrangement of this piece of cloth.

sõltub sellest, kuidas seda riidetükki siin kanda.

But this isn't going to be another monologue about the hijab

Ma ei hakka pidama järjekordset monoloogi peakattest,

because Lord knows, Muslim women are so much more than the piece of cloth

sest jumal teab, et mosleminaised on palju enamat, kui see riidetükk,

they choose, or not, to wrap their head in.

mille nad siis kas seovad endale pähe või mitte.

This is about looking beyond your bias.

Asi on oma eelarvamustest kaugemale vaatamises.

What if I walked past you and later on

Mis oleks, kui kõnnin teist mööda

ja hiljem selguks, et olen tegelikult ralliautode insener,

you'd found out that actually I was a race car engineer,

and that I designed my own race car and I ran my university's race team,

et disainisin endale võidusõidu auto ja juhtisin ülikoolis rallitiimi,

because it's true.

sest nii see ongi.

What if I told you that I was actually trained as a boxer for five years,

Aga mis siis, kui ütleksin, et tegelesin viis aastat poksiga,

because that's true, too.

sest see on ka tõsi.

Would it surprise you?

Kas see üllataks teid?

Miks?

Why?

Ladies and gentlemen, ultimately,

Daamid ja härrad,

that surprise and the behaviors associated with it

lõpuks on see üllatumine ja käitumine, mis sellega kaasneb

are the product of something called unconscious bias,

tingitud millestki, mida kutsutakse teadvustamata hoiakuteks

või varjatud eelarvamuseks.

or implicit prejudice.

And that results in the ridiculously detrimental

Ja see viib naeruväärselt armetu mitmekesisuse puudumiseni

lack of diversity in our workforce,

meie tööjõu hulgas,

particularly in areas of influence.

eriti just olulistes eluvaldkondades.

Hello, Australian Federal Cabinet.

Halloo, Austraalia valitsus?!

(Applause)

(Aplaus)

Let me just set something out from the outset:

Las ma teen ühe asja kohe selgeks:

Unconscious bias is not the same as conscious discrimination.

Teadvustamata hoiak ei ole sama, mis teadlik diskrimineerimine.

I'm not saying that in all of you, there's a secret sexist or racist

Ma ei ütle, et kõigis teis on peidus varjatud seksist või rassist

or ageist lurking within, waiting to get out.

või vanainimeste vihkaja, kes ootab head juhust end välja elada.

That's not what I'm saying.

Seda ma ei ütle.

We all have our biases.

Meil kõigil on eelarvamused.

They're the filters through which we see the world around us.

Need on filtrid, läbi mille näeme ümbritsevat maailma.

I'm not accusing anyone,

Ma ei süüdista kedagi,

bias is not an accusation.

hoiak ei ole süütegu.

Rather, it's something that has to be identified,

Pigem on see miski, mida tuleb märgata,

acknowledged and mitigated against.

teadvustada ja selle mõju vähendada.

Bias can be about race,

Hoiakud võivad olla rassi või soo kohta.

it can be about gender.

It can also be about class, education, disability.

Samuti on hoiakud ühiskonnagruppide, haridusest, puudega inimeste kohta.

The fact is, we all have biases against what's different,

Ei saa eitada, et kõigil on mingid hoiakud selle suhtes,

what's different to our social norms.

mis erineb meie sotsiaalsest normist.

The thing is, if we want to live in a world

Asi on selles, et kui me tahame elada maailmas,

where the circumstances of your birth

kus see, kellena ja kus oled sündinud

do not dictate your future

ei määra su tulevikku

and where equal opportunity is ubiquitous,

ja kus kõigil on võrdsed võimalused,

then each and every one of us has a role to play

siis tuleb viimsel kui ühel meist anda oma panus selleks,

in making sure unconscious bias does not determine our lives.

et teadvustamata hoiakud ei dikteeriks inimeste elukäiku.

There's this really famous experiment in the space of unconscious bias

Teadvustamata hoiakute vallas on üks kuulus eksperiment,

and that's in the space of gender in the 1970s and 1980s.

mis käsitles hoiakuid naiste ja meeste suhtes 1970ndatel ja 1980ndatel.

So orchestras, back in the day, were made up mostly of dudes,

Tol ajal mängisid orkestrites peamiselt mehed,

up to only five percent were female.

naisi oli vähem kui viis protsenti.

And apparently, that was because men played it differently,

Nii oli see väidetavalt seetõttu, et mehed mängisid teistmoodi,

presumably better, presumably.

eeldatavalt paremini.

Eeldatavalt.

But in 1952, The Boston Symphony Orchestra

Aga 1952. aastal tegi Bostoni sümfooniaorkester ühe eksperimendi.

started an experiment.

They started blind auditions.

Proovikuulamisi hakati tegema pimetestina.

So rather than face-to-face auditions, you would have to play behind a screen.

Prooviesinemine ei toimunud mitte hindajate ees vaid sirmi taga.

Now funnily enough,

Kummalisel kombel

no immediate change was registered

ei tuvastatud mingisugust erinevust seni,

until they asked the audition-ers to take their shoes off

kuni esinejatel paluti enne sisenemist

before they entered the room.

kingad jalast võtta.

because the clickity-clack of the heels

Kontsade kõpsumine puitpõrandal oli piisav

against the hardwood floors

was enough to give the ladies away.

et reeta naiste sugu.

Now get this,

Pange nüüd tähele,

there results of the audition showed

katsete tulemused näitasid,

that there was a 50 percent increased chance

et nii suurenes 50% võrra naiste tõenäosus

a woman would progress past the preliminary stage.

esimesest voorust edasi pääseda.

And it almost tripled their chances of getting in.

Peaaegu kolmekordistus tõenäosus, et neid valiti orkestrisse mängima.

What does that tell us?

Mida see meile ütleb?

Well, unfortunately for the guys, men actually didn't play differently,

Seda, et meeste kurvastuseks ei olnud nende mänguviis kuidagi erinev,

but there was the perception that they did.

kuigi valitses ettekujutus, et see on.

And it was that bias that was determining their outcome.

See oligi see hoiak, mis määras tulemuse ette ära .

So what we're doing here is identifying and acknowledging

See, mida praegu teeme, ongi märkamine ja teadvustamine,

et hoiakud eksisteerivad.

that a bias exists.

And look, we all do it.

Oleme ausad, kõik me teeme seda.

Let me give you an example.

Toon teile ühe näite.

A son and his father are in a horrible car accident.

Poeg ja tema isa satuvad kohutavasse liiklusõnnetusse.

The father dies on impact

Isa hukkub kokkupõrkel

and the son, who's severely injured, is rushed to hospital.

ja raskelt vigastatud poeg viiakse haiglasse.

The surgeon looks at the son when they arrive and is like,

Kirurg vaatab poega, kes on haiglasse toodud ja ütleb:

"I can't operate."

"Ma ei saa teda opereerida".

Why?

Miks?

"The boy is my son."

"See poiss on mu poeg."

How can that be?

Kuidas see võimalik on?

Ladies and gentlemen,

Daamid ja härrad,

the surgeon is his mother.

see kirurg on ta ema.

Now hands up -- and it's okay --

Tõstke käed - ja pole hullu,

but hands up if you initially assumed the surgeon was a guy?

tõstke käed, kui te alguses arvasite, et kirurg on mees?

There's evidence that that unconscious bias exists,

On tõendatud, et teadvustamata hoiakud eksisteerivad,

but we all just have to acknowledge that it's there

aga meie asi on seda fakti teadvustada

and then look at ways that we can move past it

ja siis leida mooduseid, kuidas sellest mööda saada,

so that we can look at solutions.

et näeksime lahendusi.

Now one of the interesting things

Teadvustamata hoiakutega seoses

around the space of unconscious bias is the topic of quotas.

on üks huvitav asi kvootide teema.

And this something that's often brought up.

See on teema, millest palju räägitakse.

And of of the criticisms is this idea of merit.

Ja üks vastuargumentidest kvootidele on kompetentsi hindamine.

Look, I don't want to be picked because I'm a chick,

Ma ei taha, et mind valitakse, sest ma olen tüdruk,

I want to be picked because I have merit,

ma tahan, et mind valitakse, sest olen seda väärt,

because I'm the best person for the job.

sest ma olen selle töö jaoks parim.

It's a sentiment that's pretty common among female engineers

Selline vaade on üsna levinud naisinseneride hulgas,

that I work with and that I know.

kellega koos töötan ja keda tean.

And yeah, I get it, I've been there.

Jah, mõistan, olen ka ise nii mõelnud.

But, if the merit idea was true,

Aga kui inimesi hinnatakse nende kompetentsi põhjal,

why would identical resumes, in an experiment done in 2012 by Yale,

siis miks peeti 2012. Yale'is tehtud eksperimendis identsete CVde puhul

identical resumes sent out for a lab technician,

laboritehniku kohale kandideerimisel,

why would Jennifers be deemed less competent,

miks peeti jennifere vähem kompetentseteks,

be less likely to be offered the job,

miks pakuti neile vähem tõenäoliselt tööd ,

and be paid less than Johns.

ja väiksemat palka kui johnidele?

Teadvustamata hoiakud on küll olemas,

The unconscious bias is there,

but we just have to look at how we can move past it.

aga tuleb leida võimalus neist mööda minna.

And, you know, it's interesting,

Ja teate, mis on huvitav,

there's some research that talks about

on tehtud uurimusi põhjuste tuvastamiseks,

why this is the case and it's called the merit paradox.

ja seda kutsutakse väärtuse paradoksiks.

And in organizations -- and this is kind of ironic --

Organisatsioonides, jah, see on veidi irooniline -

in organizations that talk about merit being their primary value-driver

organisatsioonides, kus räägitakse kompetentsist

kui värbamise puhul olulisimast aspektist,

in terms of who they hire,

they were more likely to hire dudes and more likely to pay the guys more

palgatakse suurema tõenäosusega mehi ja makstakse meestele rohkem,

because apparently merit is a masculine quality.

sest ilmselt on kompetentsus üks mehelik omadus.

Mida iganes...

But, hey.

So you guys think you've got a good read on me,

Nüüd te ilmselt arvate, et saate aru, mis on minu sõnum.

you kinda think you know what's up.

et saite pihta, milles asi.

Can you imagine me running one of these?

Oskate mind ette kujutada sellist asja juhtimas?

Can you imagine me walking in and being like,

Kas te suudate kujutleda mind tulemas ja ütlemas:

"Hey boys, this is what's up. This is how it's done."

"Hei kutid, selline värk! Nii tuleb teha!"

Well, I'm glad you can.

Tore, et suudate.

(Aplaus)

(Applause)

Sest daamid ja härrad, see on mu igapäevane töö.

Because ladies and gentlemen, that's my day job.

And the cool thing about it is that it's pretty entertaining.

Lahe on see, et mu töös saab palju nalja.

Tegelikult, mõnes kohas nagu Malaisias

Actually, in places like Malaysia,

Muslim women on rigs isn't even comment-worthy.

pole mosleminaised naftaplatvormidel üldse märkimist väärt.

There are that many of them.

Seal on neid nii palju.

But, it is entertaining.

Aga nalja saab palju.

I remember, I was telling one of the guys,

Ma mäletan, et rääkisin ühele tüübile,

"Hey, mate, look, I really want to learn how to surf."

"Kuule, tead, ma tahan surfama õppida."

And he's like, "Yassmin, I don't know how you can surf

Ja tema vastas:

"Yassmin, mul on raske ettekujutada, kuidas sa surfad

with all that gear you've got on,

kogu selle varustusega, mis sul seljas on,

and I don't know any women-only beaches."

ja ma ei tea ühtki naisteranda."

And then, the guy came up with a brilliant idea,

Aga siis tuli sellel kutil geniaalne idee,

he was like, "I know, you run that organization

ta ütles, "Ma tean, et sa juhid organisatsiooni

Youth Without Borders, right?

Piirideta noored, eks ole?

Why don't you start a clothing line for Muslim chicks in beaches.

Miks te ei tee moslemitšikkidele mõeldud rannariiete brändi?

You can call it Youth Without Boardshorts."

Selle nimi võiks olla Surfipüksteta noored"

(Laughter)

And I was like, "Thanks, guys."

Ütlesin, et tänan väga.

And I remember another bloke telling me that

Ja ma mäletan teist tüüpi, kes ütles,

I should eat all the yogurt I could

et ma peaks sööma võimalikult palju jogurtit,

because that was the only culture I was going to get around there.

sest see on ainuke kultuur, mida sealkandis leidub.

But, the problem is, it's kind of true

Probleem on selles, et see on tõsi,

because there's an intense lack of diversity in our workforce,

sest meie töötutrul on tohutult puudus mitmekesisusest,

particularly in places of influence.

seda eriti juhtivatel kohtadel.

Now, in 2010,

Aastal 2010 tegi Austraalia riiklik ülikool katse,

The Australian National University did an experiment

where they sent out 4,000 identical applications

kus saatis välja 4000 identset avaldust

to entry level jobs, essentially.

algajate töökohtadele.

To get the same number of interviews as someone with an Anglo-Saxon name,

Et saada sama paljudele tööintervjuudele, kui anglosaksi nimega kandidaat,

if you were Chinese, you had to send out 68 percent more applications.

pidi Hiina nimega kandidaat saatma 68% rohkem avaldusi.

If you were Middle Eastern -- Abdel-Magied --

Kui olid Lähis-Idast - Abdel-Magied -

you had to send out 64 percent,

pidid saatma 64% rohkem avaldusi,

and if you're Italian, you're pretty lucky,

ja kui olid itaalllane, siis sul vedas,

you only have to send out 12 percent more.

tuli ainult 12% rohkem avaldusi saata.

In places like Silicon Valley, it's not that much better.

Sellistes kohtades nagu Silicon Valley pole asi palju parem.

In Google, they put out some diversity results

Google esitas oma personali mitmekesisuse statistika:

and 61 percent white, 30 percent Asian and nine, a bunch of blacks, Hispanics,

61% olid valged, 30% asiaadid

ja ülejäänud 9% mustanahalised, hispaanlased

all that kind of thing.

ja teised taolised.

And the rest of the tech world is not that much better

Ja muu IT-maailm pole palju parem

and they've acknowledged it,

nad on ise seda tunnistanud,

but I'm not really sure what they're doing about it.

aga ma ei tea, mida nad kavatsevad ette võtta.

The thing is, it doesn't trickle up.

In a study done by Green Park,

Uurimuses, mille tegi Green Park,

who are a British senior exec supplier,

Briti suurim tippjuhtide otsingu firma,

they said that over half of the FTSE 100 companies

selgus, et üle poolte FTSE 100 firmades

don't have a nonwhite leader at their board level,

ei ole ettevõtte nõukogus või juhatuses teise nahavärviga tippjuhte.

executive or non-executive.

And two out of every three don't have an executive

Ja kahel kolmandikul firmadest ei ole juhtkonnas kedagi,

who's from a minority.

kes oleks vähemuste hulgast.

And most of the minorities that are at that sort of level

Ja enamik vähemuste esindajaid, kes on jõudnud juhtkonna tasemele,

are non-executive board directors.

ei kuulu otseselt tegevjuhtkonda.

So their influence isn't that great.

Seega nende mõju pole suur.

I've told you a bunch of terrible things.

Ma olen teile nüüd rääkinud igasugu hirmsaid asju.

You're like, "Oh my god, how bad is that? What can I do about it?"

Kindlasti mõtlete:"Issand, kui jube! Mida mina saan siin teha?"

Well, fortunately,

Õnneks on nüüd nii,

we've identified that there's a problem.

et me oleme tuvastanud probleemi.

There's a lack of opportunity, and that's due to unconscious bias.

Valitseb võimaluste vähesus,

mille põhjuseks on teadvustamata hoiakud.

But you might be sitting there thinking,

Kuid võib-olla te mõtlete, et

"I ain't brown. What's that got to do with me?"

"Mina ju pole tumedanahaline. Mis see minusse puutub?"

Let me offer you a solution.

Las ma pakun teile lahenduse.

And as I've said before,

Nagu ma ennist ütlesin

we live in a world where we're looking for an ideal.

elame me maailmas, kus otsitakse ideaali.

And if we want to create a world

Ja kui me soovime teha maailma selliseks,

where the circumstances of your birth don't matter,

kus inimese sünnijärgne päritolu poleks määrav,

we all have to be part of the solution.

siis tuleb meil kõigil panustada.

And interestingly, the author of the lab resume experiment

Laborandi töökuulutuse katse läbiviija

offered some sort of a solution.

pakkus ka mõned lahendused.

She said the one thing that brought the successful women together,

Ta leidis, et edukate naiste puhul oli üks sarnanus,

üks asi, mis neil kõigil oli ühine,

the one thing that they had in common,

was the fact that they had good mentors.

oli see, et neil olid head mentorid.

So mentoring, we've all kind of heard that before,

Või mentorlus.

Oleme seda juba kuulnud,

it's in the vernacular.

see pole uudis.

Here's another challenge for you.

Siin on teile veel üks ülesanne:

I challenge each and every one of you to mentor someone different.

kutsun üles igaüht teist olema mentoriks kellelegi teistsugusele.

Think about it.

Mõelge sellele.

Everyone wants to mentor someone who kind of is familiar,

Igaüks tahaks juhendada kedagi, kes on mingil moel tuttav,

kes näeb välja, nagu ta ise,

who looks like us,

we have shared experiences.

kellega on midagi ühist.

If I see a Muslim chick who's got a bit of attitude,

Kui ma näen südikat moslemitüdrukut,

ütlen ma: "Me võiks midagi koos teha."

I'm like, "What's up? We can hang out."

You walk into a room and there's someone who went to the same school,

Kui kohtate kedagi, kellega käisite samas koolis,

you play the same sports,

või käisite samas trennis,

there's a high chance that you're going to want to help that person out.

on suur tõenäosus, et te tahate seda inimest aidata.

But for the person in the room who has no shared experiences with you

Aga samas on inimesega, kellega teil pole ühiseid kogemusi,

it becomes extremely difficult to find that connection.

on väga keeruline leida mingit ühisosa.

The idea of finding someone different to mentor,

Mõte leida keegi erinev, keda juhendada,

someone who doesn't come from the same background as you,

keegi, kel poleks sama taust, kui teil,

whatever that background is,

milline iganes see taust ka poleks,

is about opening doors for people who couldn't even get

on uste avamine inimestele,

kes ei ole jõudnud veel isegi esikusse.

to the damn hallway.

Sest daamid ja härrad, maailm ei ole õiglane paik.

Because ladies and gentlemen, the world is not just.

People are not born with equal opportunity.

Inimesed ei sünni võrdsete võimalustega.

I was born in one of the poorest cities in the world, Khartoum.

Mina sündisin ühes maailma vaesemais linnas Khartoumis.

I was born brown, I was born female,

Olen sünnilt tumeda-nahaline ja naine.

and I was born Muslim in a world that is pretty suspicious of us

Sündisin moslemina maailmas, mis on meie suhtes umbusklik

for reasons I can't control.

põhjustel, mida ma ei saa muuta.

However, I also acknowledge the fact that I was born with privilege.

Sellegi poolest tunnistan, et ma sündisin privileegidega.

I was born with amazing parents,

Sündisin perre, kus on imelised vanemad,

I was given an education

ma sain hariduse

and had the blessing of migrating to Australia.

ja mul oli õnne asuda elama Austraalias.

But also, I've been blessed with amazing mentors

Ja lisaks on mind õnnistatud imeliste mentoritega,

who've opened doors for me that I didn't even know were there.

kes on avanud mulle uksi, mida ma ei osanud aimatagi.

A mentor who said to me,

Mentor, kes ütles:

"Hey, your story's interesting.

"Su lugu on huvitav.

Let's write something about it so that I can share it with people."

Kirjutame sellest, et ma saaks seda teistega jagada."

A mentor who said,

Mentor, kes ütles:

"I know you're all those things that don't belong on an Australian rig,

"Kõik sinus on selline, mis justkui ei sobiks Austraalia naftaplatvormile,

but come on anyway."

aga tule sellegipoolest."

And here I am, talking to you.

Ja siin ma nüüd olen rääkimas.

And I'm not the only one.

Ja ma pole ainus.

There's all sorts of people in my communities

Mu tutvusringkonnas on igasugu inimesi,

that I see have been helped out by mentors.

keda nende mentorid on aidanud.

A young Muslim man in Sydney

Üks moslemi noormees Sydneys,

who ended up using his mentor's help

kes sai tänu oma mentori toetusele

to start up a poetry slam in Bankstown

käivitada luuleslämmi Bankstownis,

and now it's a huge thing.

millest on nüüdseks saanud suurüritus.

And he's able to change the lives of so many other young people.

Nüüd saab ta muuta paljude teiste noorte elusid.

Or a lady here in Brisbane,

Või üks naine Brisbane'is,

an Afghan lady who's a refugee,

üks afgaanitar, kes on põgenik.

who could barely speak English when she came to Australia,

kes Austraaliasse saabudes ei osanud üldse inglise keelt,

her mentors helped her become a doctor

tänu mentorite abile õppis ta arstiks,

and she took our Young Queenslander of the Year Award in 2008.

ja pälvis 2008. aastal Queenslandi aasta noore auhinna.

She's an inspiration.

Ta on meile inspiratsiooniks.

This is so not smooth.

See pole nüüd nii kena.

This is me.

See olen mina.

But I'm also the woman in the rig clothes,

Aga ma olen ka naine tunkedes,

and I'm also the woman who was in the abaya at the beginning.

samuti olen see naine, kes kandis alguses abaiat.

Would you have chosen to mentor me if you had seen me

Kas te oleks tahtnud mu mentor olla, kui te oleks mind näinud

in one of those other versions of who I am?

mind mõned eelnevas versioonis?

Because I'm that same person.

Olen ju sama inimene.

We have to look past our unconscious bias,

Me peame vaatama kaugemale oma teadvustamata hoiakutest.

find someone to mentor who's at the opposite end of your spectrum

leidma endale juhendatava, kes on teist kardinaalselt erinev,

because structural change takes time,

sest struktuursed muutused võtavad aega,

and I don't have that level of patience.

ja mul pole nii palju kannatlikkust.

So if we're going to create a change,

Kui on kindel tahe asja muuta,

if we're going to create a world

ja teha maailmast koht,

where we all have those kinds of opportunities,

kus kõigil on olemas võimalused,

then choose to open doors for people.

siis hakake inimestele uksi avama.

Because you might think that diversity has nothing to do with you,

Kuigi võite arvata, et teil pole mitmekesisusega asja,

but we are all part of this system

siis oleme kõik ühe süsteemi osad

and we can all be part of that solution.

ja me saame asja paremaks teha.

And if you don't know where to find someone different,

Ja kui te ei tea, kust leida kedagi erinevat,

go to the places you wouldn't usually go.

minge sinna, kuhu te tavaliselt ei satu.

If you enroll in private high school tutoring,

Kui olete juhendaja erakoolis,

go to your local state school

minge kohalikku tavakooli

or maybe just drop into your local refugee tutoring center.

või astuge läbi piirkonna põgenikekeskusest.

Or perhaps you work at an office.

Või äkki töötate kuskil kontoris

Take out that new grad who looks totally out of place --

Võtke see praktikant, kes üldse ei tundu sobivat -

'cause that was me --

ma ise olin just selline -

and open doors for them,

ja avage neile uksi,

mitte ainult näitamise pärast, sest me ei vaja haletsust,

not in a tokenistic way, because we're not victims,

but show them the opportunities

vaid näidake neile võimalusi,

because opening up your world

sest oma maailma avamine

will make you realize that you have access to doors

paneb teid mõistma, et teil on juurdepääs ustele,

that they didn't even know existed

mille olemasolust neil polnud aimugi

and you didn't even know they didn't have.

ja teie ei teadnudki, et nad ligi ei pääse.

Ladies and gentlemen,

Daamid ja härrad,

there is a problem in our community with lack of opportunity,

meie ühiskonna probleemiks on võimaluste vähesus

especially due to unconscious bias.

seda eelkõige teadvustamata eelarvemuste tõttu

But each and every one one of you has the potential to change that.

Kuid igaühe võimuses on seda muuta.

I know you've been given a lot of challenges today,

Ma tean, et teile on täna esitatud palju väljakutseid.

but if you can take this one piece and think about it a little differently,

aga kui te võtaksite ette selle ühe asja

ja vaataksite selle peale veidi teisiti,

because diversity is magic.

sest mitmekesisus on imeline.

And I encourage you to look past your initial perceptions

Ja ma õhutan teid mööda vaatama oma esmamuljest,

because I bet you,

sest ma võin kihla vedada,

they're probably wrong.

et need olid vist valed.

Thank you.

Aitäh!

(Aplaus)

(Applause)