4 Ways to Redefine Power at Work to Include Women of Color | Rha Goddess & Deepa Purushothaman | TED

翻译人员: Leah Zhang 校对人员: Yanyan Hong

Rha Goddess: We are in a moment of reckoning.

拉赫·葛迪斯（Rha Goddess）： 我们正在经历一场清算。

An epic global plague,

一场史诗般的全球瘟疫，

a massive workforce peace-out

一场大规模劳动力的悄然退出，

and a worldwide racial awakening

以及一场世界性的种族觉醒，

have revealed that current corporate structures

揭示了当前的公司结构

are not living up to evolving expectations.

没有达到人们不断发展的期望水平。

Work is just not working for most of us,

工作对我们大多数人来说 都不再适合，

especially when it comes to women of color.

尤其是对有色人种的女性而言。

And while there can be no question that the last two years have harmed us,

毫无疑问，过去这两年 对我们伤害很大，

it's also encouraged us to rethink how, where and why we work.

它同样也鼓励我们重新思考 我们工作的方式、地点和原因。

We have an opportunity to reimagine,

我们有机会去重新思考，

and women of color are ready to share and to lead.

而有色人种女性也准备好 去分享和引领。

We want to bring the world of work into the 21st century

我们希望将职场环境带入 21 世纪，

so that it works for everybody.

使它能够为每个人服务。

And that starts with getting real.

而这要从变得真实开始。

Our data shows that one in three women are considering leaving the workforce

我们的数据显示， 三分之一的妇女正在考虑

in the next year.

下一年离开职场。

Deepa Purushothaman: One in three.

迪帕·普鲁索塔曼（Deepa Purushothaman）： 三个中就有一个

RG: And when we consider

拉赫：当考虑到

all of the backs and shoulders that we've stood on to get here,

我们能站在这里所仰仗的 所有坚实基础时，

corporate America,

美国的公司们，

women of color allies,

有色人种的女性盟友们，

are y'all ready for us to leave?

你们为我们的离开做好准备了吗？

When it comes to the world of work,

谈到职场环境，

I describe Deepa and I as corporate refugees.

我将迪帕和我自己描述为公司难民。

Thirty years ago,

三十年前，

I was an only,

我是唯一一位

a Black woman in the specialty chemicals industry,

在特种化学品行业

working for a Fortune 100 company.

财富 100 强公司工作的黑人女性。

Now, back in those days, company cultures didn't talk about race,

现在，回溯过往， 当时的公司文化不讨论种族问题，

and glass ceilings were often impenetrable,

即便对于最强势的女性而言，

even to the toughest set of stilettos.

职场天花板也常常是无法突破的。

I got that memo early, so I left.

我早早地意识到了这点， 所以我离开了。

And for the last 25 years,

在过去的 25 年里，

I've dedicated my life to supporting courageous leaders.

我一直致力于支持 富有勇气的领导者。

As a coach,

作为一名导师，

I help them pursue their purpose and callings

我帮助他们追求自己的宗旨和使命，

in service to a more just, harmonious and sustainable world.

为更公正、和谐 和可持续的世界服务。

DP: Rha, she calls as corporate refugees.

迪帕：拉赫 ，她称之为公司难民。

I spent 20 years rising in corporate America,

我花了 20 年时间 在美国的公司不断晋升，

and I got my seat at the table.

我在决策层得到了自己的席位。

I was the first Indian American woman to do so in my global firm,

在我工作的跨国公司中我是第一个 做到这个的印度裔美国女性。

and I sat on senior committees,

我是公司高级委员会的成员，

influenced policy

影响着公司的政策制定，

and led large parts of inclusion programming.

并主导了大部分的包容性规划。

I had a successful career,

我的职业生涯很成功。

and I was on an upward trajectory when I decided to walk away from it all.

当我决定放弃这一切时， 我正处在一个上升的轨道上。

Why?

为什么？

I was stressed.

我当时压力很大。

I was chronically ill,

我处在长期的慢性疾病中，

and I was questioning my larger purpose in the world.

我质疑自己在这个世界上的更大的目标。

I knew I wanted to leave,

我知道我想要离开，

but I felt responsible to the women of color coming up after me.

但我觉得对我之后的 有色人种女性负有责任。

I met Rha,

我遇见了拉赫，

she changed my life,

她改变了我的生活，

and she became my coach.

她成为了我的导师。

And together we started gathering women of color.

并且我们开始一起 将有色人种女性们聚集起来。

To figure out if I should stay or if I should go.

来寻求是该离开还是留下的答案。

What we learned from these women

我们从这些女性身上了解到，

was that their struggles were not personal.

她们的挣扎并不是个人的。

The system is broken.

是整个系统出了问题。

And we decided we would work together to learn more.

我们决定一起努力去学习更多。

And now we've started a movement to change it.

而且现在， 我们已经开始了一场改变它的运动。

RG: Since 2018, Deepa and I have interviewed thousands of women,

拉赫：自 2018 年以来， 迪帕和我采访了数以千计的女性。

and about six months ago we launched a data-driven research project

大约六个月前， 我们启动了一个数据驱动的研究项目

to hear from over 1,700 women from all backgrounds

去听取来自各种背景的 一千七百多名女性

about their work experiences.

介绍她们各自的工作经历。

We wanted to have the data to support the stories we were hearing

我们想用数据来支持

from all of the women we met.

我们从所遇到的这些女性那里 听到的故事。

So much of the research that we see out there

我们目前看到的

around women of color

关于有色人种女性的许多研究，

talks about us in the third person.

都是以第三人称谈论我们。

We wanted to do something that enabled us to speak for ourselves.

我们想要做一些事， 让我们能够为自己发声。

Some of the questions we asked in the research were:

我们在研究中提出这样一些问题：

“How does race show up at work for you?”

“种族在工作中 对你的影响是什么？”

"Has your company created a clear plan to support your advancement?"

“贵公司是否制定了明确的计划 来支持你的职业发展？”

"Who or what has been most instrumental to your success?"

“什么人或什么事 对你的成功最有帮助？”

The results and the response have been startling.

结果和大家的反应令人震惊。

DP: The system was not created for women of color.

迪帕：这个系统 不是为有色人种女性创建的。

It doesn't show up in the same ways for us.

对我们来说， 它不会以同样的方式出现。

And we all need to let go of the idea that it's a meritocracy.

我们都需要放下“择优录取 ”的想法。

People everywhere are talking about being burnt out.

所有人都在谈论着 被工作耗尽心力。

But women of color, we're not just burnt out.

但对有色人种女性而言， 我们不仅是耗尽心力。

We're traumatized.

我们还饱受创伤。

The weight of microaggressions,

工作中各样微小的攻击，

racism and hatred at work,

种族歧视和仇恨的压力，

it takes a toll on us.

都对我们造成了伤害。

And it takes a toll on our companies.

这也对我们所在的公司造成了伤害。

We need to talk about that.

我们需要谈谈这个。

Our research showed that the path for women of color is very different.

我们的研究表明， 有色人种女性的道路是非常不同的。

It shows up differently for us, as I said before.

正如我之前所说， 对我们来说，情况有所不同。

And what we saw was, first,

我们看到的是，首先，

that women of color face many more negative stereotypes in the workplace.

有色人种女性在职场 面临着更多负面的刻板印象。

Secondly, we have to prove ourselves more often.

第二，我们必须更频繁地证明自己。

Seventy percent of the women of color we met

在我们所见过的有色人种女性中

said they have to prove themselves over --

有 70% 都表示 她们必须要不断证明自己......

RG: And over.

拉赫 ：一遍又一遍。

DP: And over and over again.

迪帕：一遍又一遍。

We get paid less.

我们得到的报酬更少。

We get promoted less.

我们晋升的机会更少。

And we also get hired less often.

并且，我们也更不经常被雇用。

And when we do the right thing and speak up about racism at work,

当我们鼓起勇气， 为工作中的种族歧视发声时，

what we find is the system turns on us.

我们却发现， 整个体系都在我们的对立面。

We're actually retaliated against

事实上我们会更经常地遭受报复，

and very often traumatized yet again.

并且再次受到创伤。

We also heard from women of color that DE and I isn't working,

我们还从其他有色人种女性那听说， 迪帕和我所做的事没有成效，

in fact, it's failing.

事实上，是正在失败。

So there is a lot that has to change.

所以有很多事情需要改变。

So that's the bad news.

所以，这些都是坏消息。

But we do have some good news for you.

但我们也确实有一些好消息给你。

The good news is we have some ideas for you.

好消息是，我们有一些想法给你。

We have some recommendations.

我们有一些建议。

And some of those things you can do right now

有一些事情你现在就可以做，

to make the workplace work better for women of color.

来让职场更好地为有色人种女性服务。

And as a result, make it work better for all of us.

并且随之而来， 可以让它更好地为我们所有人服务。

One of the things our research identified

我们的研究发现，

is that you, and when I say you, I mean companies and leaders,

你们，当我说你们， 我指的是企业和领导们，

need to do a better job of dealing with toxic rock stars.

需要更好地处理 那些行为恶劣的摇滚明星。

You know, that guy puts up big numbers on the board, sells big deals,

大家都知道，那种家伙总能大幅增加 公司经营数据，促成大单交易，

clients love him, bosses love him, but --

客户们爱他，老板们也爱他，但是......

RG: He's a hot mess everywhere else.

拉赫 ：他在其他任何地方都是个大麻烦。

(Laughter)

（笑声）

DP: You know that guy.

迪帕：你知道那家伙。

We have them everywhere.

到处都有他们的影子。

They're in every workplace.

他们存在于每一个职场。

Well, we're asking you to take action against them.

是的，我们要求你 对这样的人采取行动。

When you don't, what it tells us

如果你不这样做， 就相当于告诉我们，

is that performance trumps character.

业绩表现胜于个人品德。

And when you leave them in seats of power,

当你让他们掌权时，

what you're telling us

就相当于告诉我们，

is that profits matter more than people.

利润比人更重要。

It's time we humanize work.

是时候让工作人性化了。

And that you care about our well-being, too.

也请你也关心我们的福祉。

RG: Another important takeaway from the research is that women of color

拉赫 ：另一个重要的研究成果是，

are corporate America’s greatest underutilized resource

有色人种女性是美国企业 最大的利用不足的资源，

and yet we could be your greatest competitive advantage.

其实我们可以成为 你最大的竞争优势。

We understand diversity

我们理解多样性，

because we've had to navigate a world that never had our success in mind.

因为我们不得不去探索一个 从未想过我们会成功的世界。

We are inherently culturally competent because we've had to be.

我们生来就有文化能力， 因为我们不得不这样做。

And our lived experiences make us natural-born leaders.

并且我们的生活经历 让我们成为天生的领导者。

Imagine what it's like to be the first in your family

想象一下， 成为你家庭中第一个

to make a start in a new country

在新的国家重新开始的人，

or to be one of a few to raise three kids as a single parent

或是成为少数中的一个， 在工作和上学的同时，

while you work and go to school.

要抚养三个孩子的单亲妈妈， 这是什么样的感受。

Or to be an only in executive leadership

或是在一家数以千计员工的公司里

in a company that employs thousands.

成为高级管理层中的唯一一个。

Women of color have had to overcome so much just to be in the running,

有色人种女性仅仅是加入到竞争中 就必须克服如此多的困难，

and we've been successful because of these experiences,

而我们的成功正是因为这些经历，

not in spite of.

而不是尽管如此。

Corporations, we are your innovators.

对公司来说，我们是你的创新者。

Give us opportunities to lead beyond DE and I,

让我们有机会展现 超越迪帕和我的领导力

in product development, marketing,

在产品开发、市场营销、

finance and engineering.

金融和工程方面。

Go beyond your usual suspects.

超越你常规的预期。

Take the time to see us

花时间来关注我们，

and learn about our unique qualities and lived experiences.

了解我们独特的品质和生活经历。

We are your truth tellers, baby,

我们是你真相告知者，宝贝，

(Deepa laughs)

（迪帕笑声）

in a moment where it's time to tell the truth.

在这个时候该说实话了。

If work environments don't get better,

如果工作环境不见好转，

we will continue to leave.

我们会继续离开。

Take the time to reexamine your company values,

花时间来重新审视您的公司价值观，

then get in touch with the day-to-day realities of your people.

然后与您员工的日常现实加以联系。

DP: One of the truths we also need to talk about

迪帕：我们还需要谈谈另外一个事实：

is as women, we're not helping each other.

作为女性， 我们没有给予彼此帮助。

I know that's a taboo topic to talk about,

我知道这是一个禁忌话题，

but we need to talk about it if we're going to change it.

但如果我们要改变它，就必须谈论它。

Women we speak with, when they tell us that,

和我们交谈的女性们， 当她们告诉我们这个时，

their voices drop, and you can feel the shame

嗓音是降低的， 你可以感受到这种羞耻，

because it's so hard to talk about the fact

因为谈论我们不互相帮助这个事实

that we don't help each other.

是如此困难。

More than half of the women of color we spoke with

与我们交谈的一半以上有色人种女性说，

said that white women make them feel invisible at work.

白人女性使她们在工作中感到被无视。

And only nine percent of the white women we interviewed

在我们采访过的白人女性中， 只有百分之九

are actually sponsoring a woman of color,

确实赞助过有色人种女性，

even though 91 percent of you say you want to.

尽管有百分之九十一表示愿意赞助。

Nine vs. 91, that’s a significant difference.

九，对比九十一 ， 这是一个显著的差异。

So we're not doing as much as we can for each other

因此，我们没有尽我们所能 为彼此做更多的事情，

and maybe not even as much as we intend to.

甚至可能没有我们打算做的那么多。

We need to change that.

我们需要改变这一点。

RG: We also need to talk about power

拉赫：我们还需要谈论权力

and the traditional notions of hierarchy

和传统的等级观念，

we've all been taught to emulate.

这些是我们一直被教导要追求的。

We've bought into the belief that a gain for one

我们被教导着相信，一个人的收益

means a loss for another.

意味着另一个人的损失。

And even if we truly don't believe that,

即使我们真的不相信这个，

we're under immense pressure to conform

我们也承受着巨大的压力去适应，

because most workplaces operate that way.

因为大多数职场都是这样运作的。

As women, we tell ourselves with the best intentions,

作为女性，我们以最好的意图告诉自己，

"Let's just make it to the top,

“让我们来到顶端，

and then once we get there,

并且一旦我们到达那里，

we'll turn around and create opportunities for others."

就会转身为其他人创造机会。”

The problem is,

问题是，

so many of us never seem to get there,

我们中的许多人似乎从未到达那里，

and when we do,

而当我们到达那里时，

we become all-consumed with maintaining our seat.

我们也会为了保持自己的地位 而精疲力竭。

One woman of color we spoke to in the research

与我们在研究中有过交谈的 一位有色人种女性

gave us our greatest "drop the mic" moment

给了我们最伟大的 “放下麦克风”的时刻，

when she said,

她说：

"We're competing with other women for a seat at the table.

“我们正在和其他女性竞争 桌子上的一张席位。

And there’s only one broke-ass chair.”

而那里只有一把破椅子。”

And that's the problem.

这，就是问题所在。

The designation of one seat

对一个席位的指定

makes it feel more like charity

让它更像是慈善事业，

than an actual recognition of our dedication and hard-won results.

而不是对我们的奉献 和来之不易的成果的实际认可。

And we see all women grappling with this.

我们看到所有的女性都在为此挣扎。

Not just women of color.

不只是有色人种的女性。

To our white sisters,

对我们的白人姐妹来说，

it's time to become true co-conspirators

现在是时候成为真正的同盟者了，

because this affects all of us.

因为这影响到我们所有人。

(Applause)

（掌声）

We can create more room.

我们可以创造更多的空间。

We can do this differently.

我们可以采取不同的方式。

Let's not just talk about it,

让我们不要只是谈论它，

let's be about it.

让我们关注它。

Billie Jean King is phenomenal at this.

比利·简·金（Billie Jean King） 在这方面很了不起。

She has been a champion of equity on and off the court for over 50 years,

50 多年来， 她一直是球场内外公平的捍卫者，

mever settling for anybody’s broke-ass anything.

从不满足于任何人的破事。

(Laughter)

（笑声）

Our collaboration with Billie Jean and the Leadership Initiative

我们和比利·简的合作

on this research

以及在这项研究上对领导力的倡议

is yet another example.

是另一个例子。

You know, there used to be a saying: “Be more like Mike.”

你知道，曾经有一句俗话： “要更像迈克。“

Well, my sisters, we are asking you

好了，我的姐妹们， 我们要求你们

(Both) to be more like Billie.

两位：要更像比利。

DP: Women of color, I want to speak to you now.

迪帕：有色人种的女性， 现在我想对你们说，

We need to reimagine power and leadership in our own terms.

我们需要用自己的方式 重新认识权力和领导力。

We need to know that we can do it our own way.

我们需要知道 我们可以用自己的方式来做到。

We need to let go of the idea that success comes on certain terms

我们需要放下 成功是基于某些条件的想法，

and not forgive or forgo our hair,

不要遗忘或放弃我们的发色、

our history or where we come from.

我们的历史或我们来自哪里。

We need to know that we can lead in full voice in cultures that see us

我们需要知道， 我们可以在关注并回报我们的文化中

and reward us

充分发挥领导作用，

and give ourselves permission to walk away from the ones that don't.

并允许我们自己远离 做不到这些的文化。

And we need to take good care of ourselves.

我们需要好好照顾自己。

And remember not to go this alone,

记住不要一个人去面对，

this is hard, and we need our sisters.

这是很困难的， 我们需要我们的姐妹们。

And we told you early on this was about getting real.

我们早先告诉过你这个， 要保持真实。

Well, I want us to get real with ourselves too.

好吧，我想我们也需要 对自己保持真实。

Rha and I, we know we're not a monolith,

拉赫和我，我们知道我们不是一个整体，

that women of color have different histories

有色人种女性有不同的历史，

and different paths to get here, and we recognize that.

会走不同的道路，我们承认这一点。

But we need to work together to change the status quo.

但我们需要共同努力来改变现状。

As we rise, we need to take others with us.

当我们有所提升时， 我们需要带上其他人。

We have to do this together and let go of the idea of one seat.

我们必须一起这样做， 去放弃只有一个席位的想法。

This has to be a collective effort.

这必须是一项集体努力。

We don't just want more power in the same broken system,

我们不是只想在同一个破碎的系统里 获得更多权力，

we want more.

我们想要更多。

The last few years have served us some sobering truths about the workplace.

过去几年为我们提供了一些 关于职场的清醒的事实。

But they've also given us a chance to reimagine.

但这也给了我们一个 重新思考的机会。

Women of color are tired.

有色人种的女性很累。

RG: Aren’t you tired too?

拉赫：你也累了吧？

DP: This is our moment to make work work for everyone.

迪帕：现在是我们 让工作为每个人服务的时候。

Let's remake the table together.

让我们一起重新安排桌子。

Thank you.

谢谢你们。

RG: Thank you.

谢谢大家。

(Applause)

（掌声）