Advice for Leaders on Creating a Culture of Belonging | Melonie D. Parker | TED

翻译人员: Sue Lu 校对人员: Carol Wang

Sherrell Dorsey: Melonie, I'm so honored

谢蕾尔·多西（Sherrell Dorsey）： 梅洛妮，非常荣幸

to be sitting and sharing the stage with you.

能在这和你同台座谈。

梅洛妮·帕克（Melonie D. Parker）： 我都等不及我们今天的交流了，

Melonie D. Parker: I couldn't wait for today to have our conversation

还有这么多可爱的女性一同参与。

joined with all these lovely women.

SD: There's so much to cover.

谢蕾尔：要覆盖的话题好多，

To be at this experience,

比如关于参与这次对话，

to be celebrating the power, the voice, the ideas of women.

庆祝女性的力量、声音和思想。

There's also some really grappling

我们还会进行一些非常棘手

and gripping conversations that we have to have,

但又扣人心弦的对话，

particularly around diversity,

特别是围绕多元化、

this idea of equity, as well as inclusion.

公平理念以及包容性这些话题。

And your work, even beyond your title, has been extremely massive.

还有关于你的工作，影响深远， 甚至超越了你的头衔。

But we also have to look at what the last few years has entailed

但我们也要看看过去几年发生了什么，

and what commitments have been made from corporate entities.

以及企业做出了哪些承诺。

And so I want to dive in today, with you this morning,

因此，今天我想和你深入探讨一下

about where we sort of were

我们过去的状况

and where we're going.

和未来前进的方向。

But maybe let's start with this commitment,

但是，让我们先从这个承诺开始吧，

particularly that Google made right out of the gate,

尤其是谷歌一开始就做出的承诺，

particularly when we think about 2020,

尤其是当我们想到 2020 年

the murder of George Floyd

乔治·弗洛伊德被谋杀，

and the sort of subsequent reckonings that our country,

以及我们国家乃至世界

that the world has had

产生的那种后续反响，

and what that's meant for your team,

对你的团队

for your organization at large,

以及整个企业组织意味着什么，

and how we're starting to think a little bit differently

还有我们如何开始以不同的方式看待

about the shifts that are now happening.

现在发生的转变。

MDP: So it's a great question.

梅洛妮：这是一个很好的问题。

And even before we get to like,

不过在谈到

the horrific murder of George Floyd,

乔治·弗洛伊德惨遭谋杀前，

I think we need to step back a little bit further

我认为我们需要退后一步，

and think about COVID

想一想 COVID

and the comorbidities that were exacerbated.

和加剧的并发症。

You know, we thought about who was killed by COVID.

我们思考过谁被 COVID 害死。

And I think that brought a spotlight that exacerbated

我认为当我们开始研究警察暴行时，

when we started to look at police brutality

这引起了更严重的关注。

and, you know, before George Floyd,

在乔治·弗洛伊德之前，

there was Breonna Taylor, Ahmaud Arbery.

已有布雷娜·泰勒、艾哈迈德·阿伯里。

And this wasn't like an episodic event.

而这不像是偶发事件，

It really led to a global racial equity movement.

它引发了全球种族平等运动。

And I think global here is important.

我认为在此全球化很重要。

So I have four generations in my household.

我家四代同堂，

My mom's 85,

我妈妈 85 岁,

the youngest in my household, I'm a new Gigi to a granddaughter,

最小的（这么长），

我新升任婆婆，刚有了孙女。

谢蕾尔：太棒了！

and my mom said --

梅洛妮：我妈妈曾说——

who marched in the 1960s with Dr Martin Luther King,

要知道她在 60 年代 与马丁·路德·金博士一起游行过，

我父母都参加游行了——

both of my parents did, she said,

"I can't believe that people outside of the United States

她说，“我简直不敢相信其它国家的人民

care about police brutality towards Black Americans."

也会关心美国警察对美国黑人的暴行。”

I mean, she was stunned by this.

我是说，她对此非常震惊。

And so I think that backdrop is important.

我认为这个背景很重要。

So what we did at Google, like, quickly recognizing,

所以我们在谷歌做的就是，快速意识到，

hey, this isn't a series of episodic events, this is a movement.

这不是一系列偶发事件，而是一场运动，

And we need to immediately deepen the work that we're doing.

我们需要立即深化我们在做的工作。

So we went on a 100-day sprint as a company, not just my team,

因此，整个公司，不只是我的团队， 我们进行了为期 100 天的冲刺，

which is a very representative team,

虽然我的团队相当有代表性。

I have a rock-star team that enables everything that I do.

我有一支超出色的团队， 可以达成任何目标，

But this was a company.

但毕竟这是一家企业公司，

So we did a call to action globally, across Google,

因此，我们在全球范围内 呼吁整个谷歌行动起来，

and our goal was to really ensure that we were building sustainable equity

目标是真正确保我们能建构

internally and externally.

公司内外均可持续的平等。

And so we had teams that looked at all of our products

因此，一些团队研究了所有产品，

and how do we use our products for social good,

以及如何将它们用于社会公益，

which is embedded in the mission of Google,

这是 Google 的使命所在，

to ensure that our products are helpful and accessible.

确保产品对社会有益且易于大众获取。

And then internally looking at --

然后在公司内部，

we used our Black leadership, our Black executives

利用我们的黑人领导层、黑人高管

and our Black Googler Network,

和黑谷歌人网络，

which is our employee resource group,

即我们的员工资源组织，

to look at what do we need to do internally to build equity

来研究如何在内部建构平等，

and not just across the Black community, but across underrepresented minority.

这不仅是在黑人中，也在 代表性不足的少数群体中进行。

So we look at Black, Latinx, Hispanic population

我们研究了黑人、拉丁裔、西班牙裔人口

as well as Indigenous community.

以及土著人群体。

Out of that, we had eight commitments: four external, four internal.

然后我们做出了八项承诺： 四项对外，四项对内。

We've invested over 500 million dollars in the racial equity commitments.

我们在建构种族平等承诺上 已投资 5 亿多美元，

And they complete in 2025.

承诺将在 2025 年完成。

So we've learned a lot along the way.

我们在此过程中学到了很多东西。

And we do this work as a collective with civil rights organizations,

我们是作为一个集体与民权组织、

human rights organizations, you know,

人权组织，

other organizations,

还有其他组织一起开展这项工作的，

because you can't do this work in isolation.

因为孤立无援就做不成这件事，

This work, we have to go together.

我们大家必须齐心协力。

SD: What's been really -- first of all, that's really fascinating.

谢蕾尔：到底是什么——首先， 这真的很令人向往，

And thank you for really spelling that out for us.

感谢你真正为我们阐明了这些。

What's really interesting is,

非常有意思的是，

there is almost this new identity around what discrimination, what marginalization

现在几乎出现了一种新的身份认同，

起因于歧视、边缘化、甚至种族主义——

and even racism, if we can just call it by the the term that it is,

倘若我们还能使用该词的话——

has inflicted on various groups.

对各个群体造成的伤害。

And it is sometimes a challenge to think

有时会感到难以思议，

that it took a series of very catastrophic events,

要发生一系列灾难性的事件，

including a tremendous public health crisis,

包括一场巨大的公共卫生危机，

to get to a place where our ears were open, right?

我们才变得耳聪目明，

对吧？

And even when I think about the nature of the partnerships that you all have had,

当我想到所有人建立的合作关系的本质，

particularly when it comes to HBCUs,

尤其想到众多 HBCU 时 （传统黑人大学，美现有 105 所），

which you are an alum.

对了，你是校友。

梅洛妮：对，自豪的汉普顿大学校友。

MDP: Proud Hampton University alum.

SD: Any HBCUs?

谢蕾尔：现场有传统黑人大学的吗？

I heard there are some HBCU students.

听说这里有些传统黑人大学学生。

MDP: I love all HBCUs, but particular to ...

梅洛妮：我喜欢所有 HBCU 人， 特别是… …

SD: So I'm not part of the club because I did not attend an HBCU.

谢蕾尔：我不是这个俱乐部的一员， 没上过 HBCU，

But I hope one day to be an honorary member of Spelman.

但希望某天能成为斯佩尔曼学院 （Spelman）荣誉成员，

I should have been a Spelman woman.

我应当是斯佩尔曼的女生。

(Cheers)

（欢呼）

Alright, I see, OK.

好吧，明白了，好吧。

MDP: I'm sure Dr Gayle is beaming right now.

梅洛妮：盖尔博士现在一定兴高采烈，

Love to have you at Spelman.

等着你加入斯佩尔曼呢。

SD: I just need a sweatshirt.

谢蕾尔：我只需要一件运动衫。

So meet me after, meet me after.

那我们访谈结束后见。

But there are some unique partnerships that are expanding

不过，有一些独特的合作关系正在扩展，

beyond just social justice initiatives

不仅限于社会正义举措，

and even stepping into an area of education.

甚至涉足教育领域。

And very unique partnerships, particularly around the future of work,

还有一些非常独特的合作关系， 尤其是围绕未来的工作，

which, when we think about inequalities,

当我们想到不平等时，

when we talk about the racial wealth gap,

当我们谈论种族贫富差距时，

when we talk about who gets to build the future,

当我们谈论谁得以建构未来，

who gets to imagine a future,

谁得以想象未来时，

a lot of times when we think about the folks who are left out,

很多时候当我们想到被排斥在外的人们，

that is women, that is other marginalized folks of color

那都是女性，及其他边缘化有色人种，

who don't necessarily get access in the same way

他们获得机会的方式

that some of our counterparts do.

多半和主流群体不一样。

And there's a particular emphasis on unique partnerships,

谷歌特别强调独特的合作关系，

in order to create, upskill, reskill,

用以创造、提高技能、重掌技能，

or even teach particular skill sets that are going to be found in the future.

甚至教授将来会用到的特定技能。

Can you speak to that a little bit more?

你能再谈下这方面吗？

梅洛妮：好的，这是个很好的观察见解。

MDP: Yes, and so it's an incredible observation and insight.

You know, let's start with our historically Black colleges

那就从我们的国宝

and universities, which are national treasures.

传统黑人大学（HBCU）说起。

And we have to surround our HBCUs

我们必须支持我们的 HBCU，

and ensure that we continue the pipeline.

确保该渠道源源不断地培养输送人才。

And part of that, yes, is investing in the pipeline

一部分工作就是投资发展该渠道，

for development to make sure that we're hiring.

以确保我们能招聘雇用这些学生，

But there's a bigger part to this picture.

但这张蓝图还有更宏伟的一个部分。

And so at Google, I lead an HBCU President's Council.

在谷歌我领导HBCU的总裁理事会，

And one of the things we're doing,

我们做的一件事，

in addition to creating opportunities for internships and hiring,

除了创造实习和就业机会外，

is we are helping to amplify research opportunities.

就是帮助扩展科研机会。

And so, I'm not sure if you know this, Sherrell,

谢蕾尔，我不确定你是否知道这点，

but out of the HBCU landscape,

在 HBCU 毕业生里，

there are no HBCUs currently that are at R1 research standing,

目前还没人达到 R1 级研究水平的。

and that means that we have a stewardship responsibility

这意味着我们负有领导管理责任，

to ensure that we're providing research opportunities,

确保给HBCU人提供足够研究机会。

but research opportunities also not --

但研究机会

They don't just provide development,

不仅提供发展，

they also provide diverse voices,

还为尖端科研提供不同声音、

diverse ideas, diverse thoughts into cutting-edge research.

不同创意、不同思考。

But we just launched an applied research institute

几周前，我们刚刚成立一个应用研究所，

a couple of weeks ago, in partnership with UNCF and TMCF,

是与 UNCF 和 TMCF 合作的成果，

focused on HBCUs with mathematical and computational research

专注于数学和计算研究的HBCU人，

to provide these hands-on opportunities.

以提供给学生这方面的实践机会。

And with Spelman College through Google.org,

谷歌和斯佩尔曼学院合作， 通过谷歌慈善组织（Google.org）

we provided a five million-dollar grant for a women of color STEAM database.

给有色人种女性 STEAM 数据库 提供了 500 万美元的资助,

No one else is doing this.

还没有其他组织这么做。

And so Google developers,

谷歌开发人员

other HBCUs are partnering hand in hand with Spelman

和一些 HBCU 人正与斯佩尔曼携手

to create this database.

创建这个数据库。

And this is the type of opportunity that we have to continue to provide.

这就是我们必须持续提供的机会，

And just, you know, one other example,

再举一个例子。

at Howard University,

在霍华德大学，

we have a partnership that we just announced.

我们刚刚宣布了一个合作项目，

It's called Project Elevate Black Voices.

叫做 “弘扬黑人之音项目”。

So how many of you are familiar with automatic speech technology?

你们有多少人熟悉自动语音技术？

And I don't know about you,

不清楚你们的体验如何，

我有时使用它时它并不能识别我的声音。

sometimes I use it and it doesn't recognize my voice.

And so Google's research, as well as external research,

谷歌及一些外界的研究

you know, has determined and validated

已经确定并证实

that it doesn't universally recognize all voices.

该技术不能识别所有声音。

So Howard University holds the licensing rights,

因此，拥有许可权的霍华德大学，

but they are doing that research to improve the technology.

目前正在进行研究以改进该技术。

These are the types of opportunities and unique partnerships

这些类型的机会和独特的合作非常必要，

that we have to have to not only build the pipeline,

不仅是为了建立渠道，

but to ensure that we have diversity in the design,

也是为了确保我们在设计、

in the products and in the services.

产品和服务方面具有多样性。

SD: That's super incredible,

谢蕾儿：这太了不起了，

particularly for students who are currently at these institutions

特别有益于目前在这些学院就读

and are going to get access and opportunity.

并将获得这些机会的学生。

I think also to Google executives and employees as well,

我认为这也有益于谷歌的高管和员工，

who provide mentorship and leadership as well

因为他们在这些项目中

amongst these particular programs.

给学院和学生提供指导和领导。

And you talked about the partnerships with the United Negro College Fund,

另外你还谈到一些合作项目， 比如与联合黑人学院基金会（UNCF），

the Thurgood Marshall Foundation,

以及瑟古德·马歇尔基金会（TMCF）。

and oddly enough, in 2020 --

说来也怪，在 2020 年 ——

And I always want to go back to that date

我一直想回到的那个时期，

because there were some really interesting realities.

那时有些很有意思的现状——

People, for the first time,

人们有史以来第一次

了解到所有这些几十年来

we're learning about all of these organizations that were supporting

and have been doing work for decades.

一直在支持和开展工作的组织。

对很多人来说，那算是第一手发现。

So for a lot of folks, that was kind of a first-hand discovery.

So when I think about this area of DE and I and sort of 2020 to 2021,

多元化、平等及包容性（DE&I）领域 在 2020 年到 2021 年间，

we saw sort of the largest growth of chief diversity officers being named

首次被任命为首席多元化官的企业

for the first time in corporate spaces.

数量增长最快。

We saw this kind of deluge of focus on things like a 15-percent pledge

这种大规模聚焦也表现在 诸如零售业 15％的承诺，

across retail or representation on stages

舞台表演中的黑人占比，

or even within authorship and books.

抑或作者和书籍的黑人代表数量。

And then we hit 2022.

然后到了 2022 年。

And we saw this sort of decline economically, of course,

我们经历了经济衰退，

housing to inflation to all of these things

从住房到通货膨胀，所有这些

that started to take precedence,

都开始占据主导地位，

which also meant the pullback of all of those big promises,

这也意味着所有以前那些重大承诺，

those hyper focuses.

那些超级聚焦点，都今非昔比了。

And the shift was very palpable for so many of us.

对许多人来说，这种转变显而易见，

我们对它的到来是有所感知的。

And we kind of knew that it was going to come.

We knew that the focus and the language

我们知道关注焦点和用语，

and almost the hysteria around how do we elevate marginalized voices

以及围绕提高边缘化声音的歇斯底里情绪

might take a turn.

可能都会发生转变。

So we sort of had to think about,

所以当时我们必须考虑到，

OK, if we're going to have this spotlight for like, 12 to 18 months,

如果我们能持有 这个关注焦点 12 到 18 个月，

like, how do we, like, rush out and get it done?

我们该如何冲出去抓紧时间搞定一切？

What's fascinating is you talk about these pillars,

最吸引人的是，

你谈到的这些八大支柱，

these eight pillars and these goals

以及将在 2025 年实现的目标，

that are going to be accomplished by 2025,

which is absolutely fascinating.

这太令人向往了。

And so I want to get an understanding of

那么，我很想了解一下，

why has this work stayed the course,

为什么这项工作能一直持续下去，

and where are we going.

以及我们未来的走向。

Because I hear these amazing initiatives and opportunities.

因为我听到这些了不起的举措和机会，

I hear of the dedication.

也听到你们可贵的奉献精神。

You're one of the few remaining chief diversity officers, unfortunately,

可惜你是剩下的少数首席多元化官之一，

that's really heading a major company.

只有你们仍领导着大型企业的多元化。

But I think that many of us might be concerned about, is this a fad,

所以许多人会担心，这是否一种时尚，

are we going to have to change language now?

我们现在是否得改变用语了？

We're only talking about ESG now?

只谈论 环境、社会和治理（ESG）？

We're only talking about terms in a certain kind of way,

只能以特定方式提到一些用语，

because now all of the language we learned

因为我们在过去两年学到的语言

in the last two years is somehow deemed offensive?

现在都被视为具有攻击性？

So maybe you can paint a picture of hope in some cases.

也许你能给我们描绘一幅希望的画卷。

MDP: I was just thinking that.

梅洛妮：我刚才正在想这个问题呢。

So let me let me interject with some hope.

让我来插进一些希望吧。

So what we're seeing today, I don't lose heart.

我们今天所看到的，并没让我灰心。

I do have hope.

我确实还报着希望。

I mean, my parents, I told you,

我说过，我的父母

marched in the 1960s with Dr Martin Luther King.

在 60 年代曾与 马丁·路德·金博士一起游行。

And so we've seen this in history before.

因此，历史上已有过这种情况。

One of the things that we've normalized that we're not going to go back from,

我们习以为常不会再回头的一件事是，

we talk openly about race in the workplace.

在工作场所公开谈论种族问题。

I mean, if you think about,

如果你仔细想想，

particularly Black and Brown communities are either hyper visible or invisible.

尤其是黑人和棕色人群体， 要么很引人注目，要么视而不见。

In between that, it's a whole lot of stress.

在两者之间，人们承受的压力很大。

And so what we're talking about

因此，我们正在讨论的是

is how do we normalize Black and Brown communities in the context?

如何在此背景下实现黑人 和棕色人群体的正常化？

And that's what we've done following the murder of George Floyd.

这就是我们在乔治·弗洛伊德 被谋杀后所做的。

I think that's also why we've seen some of the pushback.

我认为那也是为什么我们遇到一些阻力。

但是我们不会回到过去。

But we're not going to go back to where we [were].

I have a lot of hope with Gen X,

我对 X 代人充满期待，

the way that, you know,

你知道，

they have forced a demand for how we interact,

他们迫使社会接受他们的互动方式，

what they want, how they show up.

以及他们想要什么，想如何展现自己。

And we're really leaning into that.

而我们真的就开始接受那一切了。

And so I want to make sure that we don't operate out of fear

因此，我想确保我们行动不是出于恐惧，

and that we don't retract, that we stand strong.

我们不会退缩，而是坚定不移。

And Google is standing strong and unapologetic

谷歌一直坚定不移，

about the commitment we make.

我们对做出的承诺毫不后悔，

And we're able to do that.

我们能够达成目标。

And I'm able to sit in my role

我之所以能够坐在这个工作位置上，

because we have an incredible CEO with Sundar Pichai

是因为我们有位出色的首席执行官 桑达尔·皮查伊（Sundar Pichai)，

who really gets it, understands it,

他真正明白、理解这一点，

and it's a company imperative.

这是公司的当务之急。

So we have racial equity goals,

因此，我们有种族平等目标，

but we also have company-wide goals as well.

也有全公司范围的目标。

And our CEO meets with our HBCU Presidents Council as well

我们的首席执行官还 与HBCU总裁理事会开会讨论，

and spends and pours time there.

在那上面投入大量时间。

And so these are the types of things that we have to hold on to.

这都是我们必须坚持做下去的，

But they're also the things that we have to push for

也是我们必须主动推动的事情，

and to continue to demand fairness and respect and dignity,

继续要求公平、尊重和尊严，

which go hand in hand with equity and diversity and inclusion.

那与公平、多元化和包容性密不可分。

And there's a lot of talk now about belonging.

现在关于归属感的讨论也很多，

And I think we should hit this head on.

我认为我们应该直面这个问题。

I believe that diversity, equity and inclusion

我认为，多元化、公平和包容性

is insufficient without belonging.

离了归属感就不完整。

Like, insufficient without recognizing that everybody --

不完整性就是不能意识到每个人——

The science of belonging says that people have to feel rewarded, seen,

归属感科学表明人们需要被奖励、看见、

recognized and valued in order to feel like they belong.

认可和重视，才会有归属感。

And so I think we see this added on.

因此，我们增加了这点。

And so these are the types of competencies and capabilities

这类能力和才能

that are here to stay,

我们会一直保存下去，

even though we get pushback.

哪怕遭受阻碍。

But pushback means there's progress happening

但阻力意味着事情正在取得进展，

and the research shows that there's progress happening.

而研究也表明进展的存在。

SD: A little discomfort is good for all of us, right?

谢蕾尔：轻微不适对大家都有好处，对吧？

A little discomfort is good for the soul.

轻微不适对心灵很好。

Anybody been uncomfortable? Yeah.

有人感受过不适吗？有啊。

Alright, major growth spurts happening around here.

好吧，这里正在发生重大的快速增长。

I love how you talk about,

我喜欢你谈论的方式，

or you brought in that concept of belonging.

你引入归属感概念的方式。

And also highlighted the different requirements of generations.

你还强调了几代人的不同诉求。

I think, you know, I'm considered a geriatric millennial.

你知道，我是被当作过时的千禧一代。

Is anyone else here a geriatric millennial?

这里还有千禧一代的吗？

(Scattered applause)

（散落的掌声）

Yes! Shout out, yes.

是的！喊出来，是的。

MDP: I'm Gen X, so where are my Gen X people? (Laughs)

梅洛妮：我是 X 代人， 那么 X 代人在哪里？

(Scattered applause)

（笑声）

SD: Kids of the '90s, yes.

谢蕾尔：90 年代的孩子，是啊。

I mean, because we remember before there was internet, right?

我们还记得互联网出现前的情形，对吧？

OK, alright, just making sure I have family in the room here.

OK，我只是想确定这里有同代人。

But I love that our generation started to ask for more.

我很欣赏我们这代人敢于要求更多，

More balance, more recognition,

更多平衡，更多认可，

more sustainability, more consciousness

更多可持续性，更多意识，

around how we show up in the world, in society,

那都是关于我们如何在这个世界、社会

as well as on the planet.

以及这个地球上展现自己。

And I think you referenced as well, Gen Z.

我想你也提到了 Z 代人，

Gen Z asking for -- like Gen Z is bold.

Z 代人要求 —— 他们很大胆的。

Gen Z, shout out.

Z 代人，喊出来。

(Cheers)

（欢呼声）

I love it, I love it.

太棒了，太棒了。

Maybe y'all will help me put some stuff on TikTok later today.

也许你们稍后可以 帮我在 TikTok 上传点东西。

So just catch me backstage, OK?

一会儿到后台来找我，OK？

But that belonging component

这个归属感对于 Z 代人来说

is a force multiple with Gen Z.

是一股倍增的力量，

It is "I'm going to show up and be all who I am."

“当我露面时，我只要做我自己。”

MDP: It's a requirement, it's not an entitlement.

梅洛妮：这是一个要求， 不是一个理所当然的权利。

When I grew up, you know,

你知道，在我成长中，

my parents raised me -- my brother and I are first-generation college,

我父母养育了我 —— 哥哥和我是家里第一代大学生，

I'm first generation corporate America.

第一代美国企业的上班族。

And we were taught to be better, faster, smarter,

我们被教导要变得更好、更快、更聪明，

but to compete at average.

但竞争时却只保持平均水平。

That never sat right with me.

我从来都不同意这点。

But I was taught to fit in, not add in.

我总被教导要融入，而不是加入。

Gen Z is saying, here's where I add in,

Z 代人则会说，这里是我要加入之处。

and this is what we have to do as corporations and organizations.

这就是我们作为公司和组织必须做的。

It's not about who fits into the culture,

这与谁能融入某种文化无关，

it's what's missing in the culture and who adds in the culture.

而是文化中缺失的，谁能够添加上。

(Applause)

（掌声）

SD: That's an amazing point.

谢蕾尔：这是一个了不起的观点。

And I love that you talked about the belonging

而且我很喜欢你谈论的归属感，

because it's less of the quota of diversity, right?

它不是关于多元化的配额，对吧？

It's more than just, I'm a data point that potentially represents something.

我不仅仅是个代表某种东西的数据点。

MDP: Much broader than that.

梅洛妮：对，比那要宽泛得多，

It's much broader than that.

要宽泛很多。

I mean, in talking about culture add,

谈到增进文化，

and we've trained over 10,000 managers at Google

谷歌培训了 1 万多名经理，

on how to interview for additive skills,

教他们如何面试发掘附加技能，

not just fitting in, because that's a mindset shift

不单是融入能力而已，这是一种思维转变

and change management that we have to do on our side,

和管理变革，我们公司必须身体力行，

from a corporate America side,

从美国企业的视角实施下去，

to ensure that we're taking full advantage

确保我们充分发掘利用

of this incredible talent that's in the world.

这种世上了不起的才能。

SD: And so, just as a closing,

谢蕾尔：那么，作为闭幕词，

what is your advice to other leaders

你对其他领导者有什么建议？

that are struggling to figure out

他们正努力想弄清

how do we create this new culture?

如何创造这种新文化。

How do we still prioritize what diversity looks like,

我们如何继续优先考虑多元化的形式，

what belonging looks like,

归属感的形式，

and continue to even just measure the progress as we go along?

甚至继续衡量我们的发展进程？

MDP: My advice is to recognize

梅洛妮：我的建议是，要认识到

what we're talking about are universal solutions

我们谈论的是普世的解决方案，

that are common to humanity.

是人类通用的。

But we have to recognize

但是我们也需要认识到

that there are communities within the universe

宇宙中有些人群

that are situated differently

所处位置不同，

and require different treatment to take full advantage.

需要区别对待，才能发挥充分的优势。

This is a basic right and a basic privilege.

这是一项基本权利，也是一项基本特权。

And if we could all, as leaders, stand

如果作为领导者，我们都能站出来

and take stock of that and lift as we climb

观察评估，在攀登时振作向上，

and ensure we're bringing everybody along,

确保让所有人一起前进，

we will reach the culture that we aspire to.

我们就能实现我们向往的文化。

SD: That's incredible, yes, thank you.

谢蕾尔：太奇妙了，谢谢。

(Applause)

（掌声）

Well, we see why you are such an amazing boss.

终于明白你为什么是个了不起的老板。

MDP: Thank you.

梅洛妮：谢谢你。

SD: We get to witness it live, this is incredible.

谢蕾尔：我们现场亲眼目睹啊， 这太奇妙了。

Melonie, thank you so much

梅洛妮，非常感谢你

for joining us here on the stage today at TEDWomen.

今天来到 TEDWomen 的舞台。

Thank you for everyone here as well.

也感谢你们在座的每个人，

And thank you to the HBCU students who are also in the room representing.

还要感谢在场的 HBCU 学生代表。

MDP: Thank you, thank you.

梅洛妮：谢谢，谢谢。

SD: Thanks everyone.

谢蕾尔：谢谢大家。

(Applause)

（掌声）