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

Prevodilac: Ivana Krivokuća Lektor: Mile Živković

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

Neko ko izgleda kao ja prolazi pored vas na ulici.

Do you think they're a mother,

Da li pomišljate da je to majka,

a refugee

izbeglica

or a victim of oppression?

ili žrtva tlačenja?

Or do you think they're a cardiologist,

Ili mislite da je kardiolog,

a barrister

advokat

or maybe your local politician?

ili možda lokalni političar?

Do you look me up and down,

Da li me odmeravate od glave do pete, pitajući se koliko mora da mi je vruće

wondering how hot I must get

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

ili da li me je muž naterao da nosim ovu odeću?

What if I wore my scarf like this?

Šta ako bih nosila šal ovako?

I can walk down the street in the exact same outfit

Mogu da šetam ulicom u potpuno istoj odeći

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

i ono što svet očekuje od mene i način na koji me tretiraju

depends on the arrangement of this piece of cloth.

zavisi od rasporeda ovog komada odeće.

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

Ali ovo neće biti još jedan monolog o hidžabu

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

jer Gospod zna, muslimanku čini mnogo više od komada odeće

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

kojim odaberu, ili ne, da obaviju glavu.

This is about looking beyond your bias.

Ovde se radi o sagledavanju stvari izvan vaše pristrasnosti.

What if I walked past you and later on

Šta ako bih prošla pored vas i kasnije otkrijete

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

da sam zapravo inženjer trkačkih automobila,

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

da sam dizajnirala sopstveno trkačko vozilo

i da vodim trkački tim na svom univerzitetu, jer to je istina.

because it's true.

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

Šta ako vam kažem da sam u stvari bila pet godina obučavana kao bokser,

because that's true, too.

jer je i to istina.

Would it surprise you?

Da li bi vas to iznenadilo?

Why?

Zašto?

Ladies and gentlemen, ultimately,

Dame i gospodo, u krajnjoj liniji,

that surprise and the behaviors associated with it

to iznenađenje i ponašanja u vezi sa njim

are the product of something called unconscious bias,

su proizvod nečega što se zove nesvesne pristrasnosti,

or implicit prejudice.

ili implicitne predrasude.

And that results in the ridiculously detrimental

I to dovodi do komično štetnog

lack of diversity in our workforce,

nedostatka raznolikosti u našem svetu rada,

particularly in areas of influence.

naročito u oblastima od uticaja.

Hello, Australian Federal Cabinet.

Zdravo, Savezni kabinetu Australije.

(Applause)

(Aplauz)

Let me just set something out from the outset:

Samo da odredimo nešto na samom početku:

Unconscious bias is not the same as conscious discrimination.

nesvesna pristrasnost nije isto što i svesna diskriminacija.

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

Ne kažem da u svima vama postoji prikriveni seksista ili rasista

or ageist lurking within, waiting to get out.

ili starosni diskriminator koji vreba čekajući da izađe.

That's not what I'm saying.

Ne kažem to.

We all have our biases.

Svi mi imamo svoje predrasude .

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

One su filteri kroz koje posmatramo svet oko nas.

I'm not accusing anyone,

Ne optužujem nikoga,

bias is not an accusation.

predrasude nisu optužbe.

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

Umesto toga, to je nešto što mora da bude identifikovano, priznato i umanjeno.

acknowledged and mitigated against.

Bias can be about race,

Predrasude mogu biti vezane za rasu, za pol.

it can be about gender.

It can also be about class, education, disability.

Mogu se odnositi na stalež, obrazovanje, invaliditet.

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

Činjenica je da svi imamo predrasude naspram onoga što je različito,

what's different to our social norms.

što se razlikuje od naših društvenih normi.

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

Stvar je u tome da, ako želimo da živimo u svetu

where the circumstances of your birth

u kome okolnosti vašeg rođenja

do not dictate your future

ne diktiraju vašu budućnost

and where equal opportunity is ubiquitous,

i u kome svuda postoje jednake šanse,

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

onda svako od nas ima ulogu

in making sure unconscious bias does not determine our lives.

da se postara da nesvesne predrasude ne određuju naše živote.

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

Postoji jedan poznati eksperiment u domenu nesvesnih predrasuda

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

i to u rodnom domenu 1970-ih i '80-ih.

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

Orkestre su u to vreme sačinjavali uglavnom momci,

up to only five percent were female.

svega pet posto su to bile žene.

And apparently, that was because men played it differently,

I navodno, to je bilo zato što su muškarci svirali drugačije,

presumably better, presumably.

navodno bolje, navodno.

But in 1952, The Boston Symphony Orchestra

Ali 1952. godine, Bostonski simfonijski orkestar

started an experiment.

je započeo eksperiment.

They started blind auditions.

Započeli su sa audicijama na slepo.

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

Umesto audicija licem u lice, morali biste da svirate iza paravana.

Now funnily enough,

Što je smešno,

no immediate change was registered

promene nisu odmah primećene

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

dok nisu zatražili od kandidata da izuju cipele

before they entered the room.

pre ulaska u sobu

because the clickity-clack of the heels

jer je lupkanje potpetica

against the hardwood floors

na podu od punog drveta

was enough to give the ladies away.

bilo dovoljno da oda dame.

Now get this,

Sad vidite ovo,

there results of the audition showed

rezultati audicije su pokazali

that there was a 50 percent increased chance

da postoji 50 posto veća šansa

a woman would progress past the preliminary stage.

da će žena proći kroz preliminarnu fazu.

And it almost tripled their chances of getting in.

I to je skoro utrostručilo njihove šanse za ulazak.

What does that tell us?

Šta nam to govori?

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

Pa, nažalost po momke, muškarci zapravo nisu svirali drugačije,

but there was the perception that they did.

ali postojala je percepcija da jesu.

And it was that bias that was determining their outcome.

I predrasude su bile te koje su određivale rezultat.

So what we're doing here is identifying and acknowledging

Dakle, ono što ovde treba da uradimo jeste da prepoznamo i priznamo

that a bias exists.

da predrasude postoje.

And look, we all do it.

I vidite, svi to radimo.

Let me give you an example.

Daću vam primer.

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

Otac i sin se nalaze u užasnoj saobraćajnoj nesreći.

The father dies on impact

Otac umire pri udaru

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

a sina, koji je ozbiljno povređen, brzo odvode u bolnicu.

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

Hirurg pogleda sina kada je stigao i kaže:

"I can't operate."

"Ne mogu da operišem."

Why?

Zašto?

"The boy is my son."

"Dečak je moj sin."

How can that be?

Kako to?

Ladies and gentlemen,

Dame i gospodo,

the surgeon is his mother.

hirurg je njegova majka.

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

Sada podignite ruku - i u redu je - ali podignite ruku

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

ako ste najpre pretpostavili da je hirurg muškarac?

There's evidence that that unconscious bias exists,

Postoje dokazi da nesvesne predrasude postoje,

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

ali moramo da priznamo da postoje

and then look at ways that we can move past it

i zatim da sagledamo načine na koje možemo da ih prevaziđemo

so that we can look at solutions.

tako da možemo da pronađemo rešenja.

Now one of the interesting things

Jedna od zanimljivosti

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

u domenu nesvesnih predrasuda je tema kvote.

And this something that's often brought up.

A to je nešto što se često pominje.

And of of the criticisms is this idea of merit.

A kritika je ideja o zasluzi.

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

Vidite, ja ne želim da me odaberu jer sam žensko,

I want to be picked because I have merit,

želim da me odaberu zato što vredim,

because I'm the best person for the job.

zato što sam najbolja osoba za taj posao.

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

To osećanje je prilično učestalo među ženskim inženjerima

that I work with and that I know.

sa kojima radim i koje poznajem.

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

I da, kapiram, bila sam u toj koži.

But, if the merit idea was true,

Ali ako je ideja o zasluzi istina,

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

zašto bi dva ista CV-a, u eksperimentu obavljenom 2012. godine na Jejlu,

identical resumes sent out for a lab technician,

identične biografije poslate za posao laboratorijskog tehničara,

why would Jennifers be deemed less competent,

zašto bi Dženifer smatrali manje sposobnom,

be less likely to be offered the job,

zašto bi imala manje šanse da joj ponude posao,

and be paid less than Johns.

i bila manje plaćena nego Džon.

The unconscious bias is there,

Nesvesne predrasude postoje,

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

ali samo moramo da vidimo kako da ih prevaziđemo.

And, you know, it's interesting,

I znate, zanimljivo je

there's some research that talks about

da postoje istraživanja koja govore

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

o tome zašto je to tako i zašto se naziva paradoks zasluge.

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

A u organizacijama - što je pomalo ironično -

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

u organizacijama koje govore o zasluzi

kao o primarnoj vodilji kada se radi o tome koga zapošljavaju,

in terms of who they hire,

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

bili su skloniji da zaposle muškarce i plate im više

because apparently merit is a masculine quality.

jer izgleda da je vrednost muška osobina.

But, hey.

Ali, hej.

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

Mislite da ste me pročitali,

you kinda think you know what's up.

znate već čega tu ima.

Can you imagine me running one of these?

Možete li da me zamislite kako vodim ovako nešto?

Can you imagine me walking in and being like,

Možete li da me zamislite da ušetam sa stavom:

"Hej momci, ovako se to radi."

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

Well, I'm glad you can.

Pa, drago mi je da možete.

(Applause)

(Aplauz)

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

Jer dame i gospodo, to je moj svakodnevni posao.

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

Ono što je kul u vezi sa njim jeste to da je prilično zabavan.

Actually, in places like Malaysia,

Zapravo, na mestima kao što je Malezija,

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

muslimanke na bušotinama nisu ni vredne komentarisanja.

There are that many of them.

Toliko ih je puno.

But, it is entertaining.

Ali, zabavno je.

I remember, I was telling one of the guys,

Sećam se da sam govorila jednom od momaka:

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

"Hej brate, čuj, stvarno hoću da naučim da surfujem."

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

A on će na to: "Jasmin, ne znam kako bi mogla da surfuješ

with all that gear you've got on,

sa svom tom opremom na sebi,

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

a ne znam nijednu plažu samo za žene."

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

A onda je jedan tip došao na sjajnu ideju,

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

rekao je: "Znam, ti vodiš onu organizaciju

Youth Without Borders, right?

Mladi bez granica, zar ne?

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

Zašto ne započneš liniju odeće za muslimanske devojke na plaži?

You can call it Youth Without Boardshorts."

Možeš da je nazoveš Mladi bez surferskih šortseva."

(Laughter)

(Smeh)

And I was like, "Thanks, guys."

Rekla sam: "Hvala, momci."

And I remember another bloke telling me that

I sećam se još jednog tipa koji mi je rekao

I should eat all the yogurt I could

da bi trebalo da pojedem sav jogurt koji mogu

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

jer je to jedina kultura koju ću da nađem u okolini.

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

Ali problem je u tome što je to istina

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

jer postoji izraženi manjak raznolikosti u svetu rada,

particularly in places of influence.

naročito na mestima od uticaja.

Now, in 2010,

2010. godine,

The Australian National University did an experiment

Australijski nacionalni univerzitet je obavio eksperiment

where they sent out 4,000 identical applications

u kome su poslali 4 000 identičnih prijava

to entry level jobs, essentially.

za poslove za početnike, u suštini.

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

Da biste dobili isti broj intervjua kao i neko sa anglosaksonskim imenom,

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

ako ste Kinez, morali biste da pošaljete još 68 prijava.

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

Ako ste sa Bliskog istoka - Abdel-Mađid -

you had to send out 64 percent,

morate da pošaljete još 64 posto,

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

a ako ste Italijan, imate sreće,

you only have to send out 12 percent more.

treba da pošaljete samo 12 posto više.

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

Na mestima kao što je Silikonska dolina nije mnogo bolje.

In Google, they put out some diversity results

Iz Gugla su objavili neke rezultate o raznolikosti

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

i 61 posto je belaca, 30 posto Azijata, gomila crnaca, Latinoamerikanaca,

all that kind of thing.

i tako to.

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

Ostatak sveta tehnologije nije mnogo bolji

and they've acknowledged it,

i oni to priznaju,

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

ali nisam baš sigurna šta preduzimaju u vezi sa tim.

The thing is, it doesn't trickle up.

Stvar je u tome da ne kaplje na gore.

In a study done by Green Park,

U istraživanju koje je obavio Grin Park,

who are a British senior exec supplier,

koji u Engleskoj obezbeđuju više direktore,

they said that over half of the FTSE 100 companies

kažu da više od polovine FTSE 100 kompanija

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

nema lidera koji nije belac na nivou odbora,

executive or non-executive.

izvršnog ili neizvršnog.

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

A dva od svaka tri nemaju izvršno lice

who's from a minority.

koje pripada nacionalnoj manjini.

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

I većina manjina koje je na takvom nivou

are non-executive board directors.

su neizvršni direktori odbora.

So their influence isn't that great.

Dakle, njihov uticaj nije toliko veliki.

I've told you a bunch of terrible things.

Ispričala sam vam gomilu užasnih stvari.

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

Mislite: "O Bože, koliko je loše? Šta mogu da uradim povodom toga?"

Well, fortunately,

Pa, srećom,

we've identified that there's a problem.

ustanovili smo da postoji problem.

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

Postoji nedostatak prilike, a to je zbog nesvesnih predrasuda.

But you might be sitting there thinking,

Ali možda sedite razmišljajući:

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

"Ja nisam braon. Kakve to ima veze sa mnom?"

Let me offer you a solution.

Dozvolite mi da vam ponudim rešenje.

And as I've said before,

Kao što sam rekla ranije,

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

živimo u svetu u kome tragamo za idealom.

And if we want to create a world

I ako želimo da stvorimo svet

where the circumstances of your birth don't matter,

u kome su okolnosti vašeg rođenja nebitne,

we all have to be part of the solution.

svi moramo da budemo deo rešenja.

And interestingly, the author of the lab resume experiment

Zanimljivo je da je autorka eksperimenta sa biografijama za laboratoriju

offered some sort of a solution.

ponudila neku vrstu rešenja.

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

Rekla je da je ono što spaja sve uspešne žene,

the one thing that they had in common,

ono što imaju zajedničko,

was the fact that they had good mentors.

podatak da su imale dobre mentore.

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

Dakle, mentorstvo, svi smo već to čuli,

it's in the vernacular.

to je uvreženo u narodu.

Here's another challenge for you.

Evo još jednog izazova za vas.

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

Pozivam svakog od vas da budete mentori nekome ko je drugačiji.

Think about it.

Razmislite o tome.

Everyone wants to mentor someone who kind of is familiar,

Svako želi da podučava nekoga ko mu je poznat,

nekog ko izgleda kao i mi, sa kim imamo zajednička iskustva.

who looks like us,

we have shared experiences.

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

Kad vidim muslimansku devojku sa pomalo izraženim stavom,

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

odmah sam u fazonu: "Šta ima? Hajde da se družimo."

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

Uđete u prostoriju u kojoj je neko sa kime ste išli u istu školu,

you play the same sports,

bavite se istim sportom,

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

postoji velika verovatnoća da ćete hteti da pomogne toj osobi.

Ali za osobu u prostoriji koja nema zajednička iskustva sa vama

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

it becomes extremely difficult to find that connection.

postaje izuzetno teško da nađe tu povezanost.

The idea of finding someone different to mentor,

Ideja pronalaženja nekoga drugačijeg za mentora,

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

nekoga ko nema isto poreklo kao i vi,

whatever that background is,

kakvo god to poreklo bilo,

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

znači otvaranje vrata ljudima koji ne mogu da stignu

to the damn hallway.

do prokletog hodnika.

Because ladies and gentlemen, the world is not just.

Jer, dame i gospodo, svet nije pravedan.

People are not born with equal opportunity.

Ljudi se ne rađaju sa jednakim mogućnostima.

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

Ja sam rođena

u jednom od najsiromašnijih gradova na svetu, Kartumu.

I was born brown, I was born female,

Rodila sam se sa braon kožom, rodila sam se kao žensko,

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

i rođena sam muslimanka u svetu koji je prilično nepoverljiv prema nama

for reasons I can't control.

iz razloga koje ne mogu da kontrolišem.

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

Međutim, takođe priznajem činjenicu da sam rođena sa privilegijama.

I was born with amazing parents,

Imam neverovatne roditelje,

I was given an education

pruženo mi je obrazovanje

and had the blessing of migrating to Australia.

i imala sam sreće da migriram u Australiju.

But also, I've been blessed with amazing mentors

Ali isto tako, blagoslovena sam neverovatnim mentorima

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

koji su mi otvorili vrata za koja nisam ni znala da postoje.

A mentor who said to me,

Mentor koji mi je rekao:

"Hey, your story's interesting.

"Hej, tvoja priča je zanimljiva.

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

Napišimo nešto o tome, tako da mogu to podelim sa ljudima."

A mentor who said,

Mentor koji je rekao:

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

"Znam da ti predstavljaš sve ono što ne pristaje australijskoj bušotini,

but come on anyway."

ali hajde u svakom slučaju."

And here I am, talking to you.

I eto mene, govorim pred vama.

And I'm not the only one.

I nisam jedina.

There's all sorts of people in my communities

Ima raznih ljudi u mojim zajednicama

that I see have been helped out by mentors.

koje sam videla kako im pomažu mentori.

A young Muslim man in Sydney

Mladi musliman u Sidneju

who ended up using his mentor's help

koji je na kraju, uz pomoć svog mentora,

to start up a poetry slam in Bankstown

započeo takmičenje u poeziji u Benkstaunu

and now it's a huge thing.

i sada je to postalo velika stvar.

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

I on može da promeni živote mnogih drugih mladih ljudi.

Ili jedna dama ovde u Brizbejnu,

Or a lady here in Brisbane,

an Afghan lady who's a refugee,

Avganistanka koja je izbeglica,

who could barely speak English when she came to Australia,

koja jedva da je govorila engleski kada je došla u Australiju,

her mentors helped her become a doctor

njeni mentori su je pomogli da postane lekar

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

i osvojila je našu nagradu Mladi Kvinslenđanin godine za 2008.

She's an inspiration.

Ona je inspiracija.

This is so not smooth.

Ovo baš i nije lako.

This is me.

Ovo sam ja.

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

Ali takođe sam i žena u opremi za bušotinu,

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

a takođe sam i žena koja je na početku bila u abaju.

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

Da li biste izabrali da mi budete mentor da ste me videli

in one of those other versions of who I am?

u jednoj od onih drugih verzija mene?

Because I'm that same person.

Jer ja sam ista ta osoba.

We have to look past our unconscious bias,

Moramo preći preko naših nesvesnih predrasuda,

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

naći nekog za podučavanje ko je na suprotnom kraju vašeg spektra

because structural change takes time,

jer je za strukturne promene potrebno vreme,

and I don't have that level of patience.

a ja nemam toliko strpljenja.

So if we're going to create a change,

Dakle, ako hoćemo da stvaramo promene,

if we're going to create a world

ako ćemo da stvorimo svet

where we all have those kinds of opportunities,

u kome svi imamo takve mogućnosti,

then choose to open doors for people.

onda odaberite da otvorite vrata ljudima.

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

Jer možda mislite da različitost nema nikakve veze sa vama,

but we are all part of this system

ali smo svi mi deo ovog sistema

and we can all be part of that solution.

i svi možemo biti deo tog rešenja.

A ako ne znate gde da pronađete nekog drugačijeg,

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

go to the places you wouldn't usually go.

idite na mesta na koje inače ne biste išli.

If you enroll in private high school tutoring,

Ako se prijavite za privatno podučavanje srednjoškolaca,

go to your local state school

idite u lokalnu državnu školu

or maybe just drop into your local refugee tutoring center.

ili možda samo svratite u lokalni centar za podučavanje izbeglica.

Or perhaps you work at an office.

Ili možda radite u kancelariji.

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

Izvucite tog novog diplomca koji izgleda potpuno izgubljeno -

'cause that was me --

jer to sam bila ja -

and open doors for them,

i otvorite mu vrata,

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

ne na tokenistički način, jer nismo žrtve,

but show them the opportunities

već im pokažite mogućnosti

because opening up your world

jer otvaranje vašeg sveta

will make you realize that you have access to doors

učiniće da shvatite da imate pristup vratima

that they didn't even know existed

za koja oni nisu ni znali da postoje

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

a ni vi niste znali da ga nemaju.

Ladies and gentlemen,

Dame i gospodo,

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

postoji problem nedostatka mogućnosti u našoj zajednici,

especially due to unconscious bias.

naročito zbog nesvesnih predrasuda.

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

Ali svako od vas ima potencijal da to promeni.

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

Znam da ste danas dobili puno izazova,

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

ali ako možete, ponesite ovo sa sobom i razmislite o tome na drugačiji način,

because diversity is magic.

jer različitost je magija.

And I encourage you to look past your initial perceptions

Pozivam vas da prevaziđete svoju početnu percepciju

because I bet you,

jer se kladim

they're probably wrong.

da je verovatno pogrešna.

Thank you.

Hvala vam.

(Applause)

(Aplauz)