We Need Leaders Who Boldly Champion Inclusion | June Sarpong | TED

翻译人员: suya f. 校对人员: Yanyan Hong

When we think of our modern-day, successful entrepreneurs

当我们想到当代成功的企业家，

and corporate leaders,

和公司领导者，

the thing they all have in common

他们都具备的共同点是

is they excel at the general cut and thrust of business:

在商业战场上有出色的打拼能力，

outsmarting the competition,

以智取胜，

growing the bottom line,

不断提高的底线，

creating a superior product or service.

推出顶尖产品与服务。

But to become a business rock star,

但是要成为一个商业巨佬，

that rarefied category of a name we all know and admire,

成为一个独树一帜、 盛名远扬的精英，

you need something else.

还需要其他条件。

General good business acumen isn't enough.

仅有一般的商业头脑还不够。

The thing the rock stars all have in common

商业巨佬的真正共同特质是

is they disrupt business as usual.

他们经常为商业带来变革。

They look at things the way they are,

他们看着现在的形势，

and say to themselves, "Nah, that's not it."

然后自言自语道： “哎，不应该这样。”

Consider how we used to search, and how cumbersome the process was.

想想我们以前的检索方式， 那是多麻烦。

Sergey Brin and Larry Page

拉里·佩奇（Sergey Brin） 和谢尔盖·布林（Larry Page）

completely transformed the way we find things and each other,

完全改变了我们检索事物 和联系他人的方式，

and even how we buy things.

甚至改变了购物方式。

And what about coffee?

还有咖啡？

For many of us, our morning brew was a rather dull experience,

对于大多数人来说， 早上冲杯咖啡是件麻烦事。

until Howard Schultz built Starbucks

直到霍华德·舒尔茨（Howard Schultz） 创立了星巴克，

for a community of people who wanted fancy, varied, social coffee.

为人们提供了高档、 各式各样的咖啡和社交场所。

And of course, I can’t forget Bill Gates and Steve Jobs:

当然，我怎么会忘了 比尔·盖茨和史蒂夫·乔布斯。

two men who took computers from nerdy labs and into our homes

这两人将电脑从极客的实验室 带入到我们家中，

and, in the case of Jobs, our palms too.

尤其是乔布斯，甚至将它 放到了我们手上。

Now I know what some of you are thinking.

我知道，你们在想什么。

Don't worry, I will be coming to that in a minute.

别急，我等会儿会聊到

So if -- I know what you're thinking.

那么如果——我知道你们在想什么。

(Laughter)

（笑声）

So if innovators like these can do all this,

那么，如果这些创新者都能 做到上述事情，

then I believe they are up for a new challenge.

我觉得他们会面临一个新的挑战，

A challenge that no one in business has fully cracked yet.

一个在商业领域还没有人能 彻底解决的挑战。

So today, I want to talk to you about why I think,

所以今天，我想告诉你们， 为什么我认为，

why I feel,

为什么我觉得，

we need a rock star of inclusion.

我们需要一个有包容性的商业巨佬。

The diversity and inclusion agenda is one that most of us are sold on.

多元性和包容性是我们 都在追求的品质。

We know it boosts creativity and profits and generally makes our lives richer.

我们知道，它可以促进创造，

可以盈利，让我们的生活更加富裕。

We've known this for a very long time,

我们早就知道这些益处，

but if we're honest, progress has been slow.

但是说实话， 我们的进步却非常缓慢。

Nearly 90 percent of Fortune 500 CEOs are white males.

全球 500 强的企业老总 几乎 90% 都是白人男性。

And in the UK, where I'm from,

在英国，我来的地方，

they account for 90.4 percent of the top 20 roles in FTSE 100 companies.

富时 100 指数前 20 的公司岗位中， 白人男性占了 90.4%，

Now that's the status quo that is ripe for disruption.

这就是一个需要经历变革的领域。

Disruptors are not afraid of doing the difficult.

变革者不怕难事，

They push through discomfort.

他们能经受住不安。

When others doubt, they see a better, more exciting, new way --

当其他人表示怀疑时，

他们却看见一个新的、 更令人激动的方法。

a new way that others then emulate,

这个方法，其他人一一效仿，

a new way that eventually becomes the norm.

这个方法最终成为新的准则。

When it comes to diversity and inclusion,

当谈到多元性和包容性时，

we need bold disruptors who are uncomfortable with the status quo,

我们需要无畏的变革者， 即使事不关己，

even if the status quo benefits them --

但也绝不会袖手旁观——

in fact, especially if the status quo benefits them.

事实上，现状就是对他们有利。

Now the general thinking about DEI

人们一般对待

DEI（多元、平等、包容） 的看法是，

is that we have to get comfortable having uncomfortable conversations.

我们必须适应不舒服的交流。

But there's a step before that's often overlooked.

但是在我们忽略它之前，还有一步。

Before uncomfortable conversations must come uncomfortable connections.

在不舒服的交流前， 一定还有不舒服的连接。

And that's something I know a little about.

这个部分，我一无所知。

I get paid -- sometimes, anyway.

有人雇我——只是偶尔，不管这些。

(Laughter)

（笑声）

I get paid to do the two things that most people are uncomfortable doing:

有人雇佣我去做两件 最令人感到不舒服的事情，

public speaking and talking to strangers.

公众演讲和与陌生人交谈。

Now the thing is, when I was a kid, my report card read "must talk less."

问题是，我还是小孩时， 我的评语单上写的是“少说点话”。

Luckily, I didn't listen.

幸运的是，我没听。

So for the past 25 years, I have been working in television --

所以过去的 25 年间， 我一直在电视台工作。

first as an on-air talent,

刚开始是当广播员，

more recently as an executive focusing on DEI.

而最近当起了关注 DEI 的管理者。

My work as a host has meant

作为一个主持人意味着

that I've had to learn how to build meaningful connections quickly,

我必须快速地与各种不同背景的人

with all kinds of people from very different backgrounds.

建立有意义的联系。

But it hasn't always been easy.

这并不容易。

There are neurological and anthropological reasons

关于为什么我们总是会 被与自己相似的人吸引，

why we gravitate towards people that remind us of ourselves.

其中有神经学和人类学的原因。

There are unspoken codes of familiarity,

这是不言而喻的相似性法则，

codes that make us feel safe.

它使我们感到安全。

We see this everywhere: at conferences, lunch halls, parties,

这很常见，在会议上、 饭堂大厅里、派对上，

even places of worship.

甚至是礼拜场所。

Now, there's a palpable feeling you get when you don't connect with someone.

当你没能与某人连接时， 你会很明显地感受到。

Don’t worry, I connect with you.

别怕，我和你是连接的。

It's awkward, it's horrible, and you just want it to be over.

这十分尴尬，可怕， 你想快点结束它。

But if you push through to find common ground,

但是当你挺过来了， 找到了共同点，

even if it's small,

甚至是非常小的共同点，

just to get to the breakthrough,

你只需要去突破一下，

that's when the magic happens,

就会有奇迹发生，

and something changes in both people.

你和他都会发生某种改变。

A game-changing moment came for me early on in my career,

这种改变时刻， 早早地就发生在了

我的职业生涯中，

when I was interviewing a high-profile actress, who shall remain nameless.

就在我采访一位不愿透露姓名， 且大有名气的女演员时。

She was starring in a movie

她是女主角，

that was considered quite controversial at the time,

这部电影在当时争议很大，

and as a result had been subjected to countless insulting interviews.

结果就是，她在许多采访中 都遭到了负面抨击。

So by the time I got round to her, things were tense.

所以，当我采访她的时候， 形势不容乐观。

And to make matters worse,

更糟糕的是，

we had absolutely nothing in common to fall back on,

我们完全没有任何共同点 可以缓解一下气氛，

with her being a high-profile A-list actress,

她，一个红红火火的一线女演员，

and me an up-and-coming host.

我，一个前程似锦的主持人，

那个时刻，我有两个选择 要么以过去的身份继续采访，

In that moment, I knew I had two choices.

One, to carry on as we were,

which would have been very uncomfortable for us both,

这对我们来说，都是不舒服的，

and probably ended in the interview being cut short.

然后，可能会以采访中断收场，

Or two, try and find a breakthrough.

要么尝试突破一下。

Now this was a well-seasoned actress,

这是一位资深的女演员，

and it wasn't a particularly big-budget movie,

而且这部电影也不是什么大制作，

so I knew there had to be a bigger reason

我想这其中肯定另有隐情，

as to why she'd accepted the role in the first place.

为什么当初她要接下这部电影呢？

So I decided to focus on the character, rather than the controversy,

所以我决定多关注角色的部分， 而不是有争议的环节，

and she immediately opened up.

然后她也立刻敞开心扉了。

And we were able to have a deep and thoughtful conversation

我们就能进行 深层次、有思想的谈话，

that was actually enjoyable for us both,

对我们双方都是一种享受，

and she even thanked me at the end.

最后，她甚至对我说了谢谢。

I learned so much from that encounter,

这次经历，让我收益良多，

in terms of what can happen when you don't give up

它教会了我， 当你遇到不舒服的关系，

on an uncomfortable connection,

并且坚持下去，最后会迎来什么，

and how powerful it can be for both people.

这对我们双方都是何等的有力量。

To this very day, that moment still serves as a template for me

即使是今天，那个时刻仍旧 为我处理相同的情况提供经验，

of what to do whenever I find myself in a similar situation.

无论我在什么时候， 面临相同的境遇。

Now if we are to move society forward, this is a journey we all have to make.

如今，如果我们要继续推动社会发展， 这是我们都必须经历的旅程。

However, I believe when it comes to the workplace,

然而，当我谈及工作时，

我认为，那些最有权力的人 和相关部门必须率先做出改变。

those with the most power and agency must make the biggest leap first.

Let me tell you about John Landgraf,

让我讲讲，约翰·兰德格拉夫 （John Landgraf），

the CEO of FX.

福克斯（FX）电视网总裁。

In 2015, Variety magazine wrote a scathing article

2015 年，《综艺》（Varity）杂志

曾写过一篇尖锐的文章，

about the least diverse networks in America,

关于美国最不具多元化的 电视网，以导演为例，

in relation to directors.

And at the bottom of what was a pretty bad list

这份极其负面的名单顶部

was FX.

就是福克斯（FX）电视网。

Out of the 168 episodes that had aired on FX and FXX

2014 年至 2015 年间， 福克斯电视网和福克斯网络频道

between 2014 and 2015,

播出的 168 个剧集，

88 percent were directed by white men,

其中 88% 由白人男性担任导演，

five percent by white women,

5% 为白人女性，

seven percent by men of color

7% 为有色男性，

and zero percent by women of color.

但是却没有一位有色女性导演。

What happened next was interesting.

接下来发生了件有趣的事情，

Instead of doing the usual corporate thing of trying to defend the indefensible,

与做一些公司常规的事， 为铁铮铮的事实寻找借口不同，

rather, Landgraf held up his hand

兰德格拉夫举起双手，

and pledged to diverse creatives that he was going to act,

承诺他将做出一些多元化的改变，

and act quickly at that.

并且立即行动。

So he and his team set about putting together a concrete plan,

然后，他和他的团队 开始计划一个切实可行的方案，

which included a significant financial investment in diverse creatives

其中包括，在多元化创意 和他们的供应商上的巨额投资，

and in their suppliers,

to find, hire, nurture and develop diverse creatives

试图在可传输相关技艺的行业， 如音乐视频、广告和剧院中

from industries where there were transferable skills,

搜寻、雇佣、培养和 发展多元化创意。

such as music videos, advertising and theater.

Within a year,

一年之内，

Landgraf had turned FX from being the least diverse network in America

兰德格拉夫将福克斯从 美国最不具多元化的电视网之一

to one of the most.

变成了最多元化的电视网。

And they had also managed to increase their diverse directing pool

他也成功增加了他们导演的多元性。

to just over half.

Critical and commercial success would follow,

极大的商业成功紧随其后，

with hits such as "Atlanta" and "Better Things."

《亚特兰大》《更美好的事》爆火，

And there would also be an upsurge in paid subscriptions.

付费订阅量也暴增。

All because Landgraf stopped following the crowd

这些都是由于， 兰德格拉夫并没有随波逐流，

and instead decided to disrupt in an inclusive way.

而是决定以一种包容的方式进行变革。

I would call that rock-star behavior, just saying.

我愿称其为商业巨佬的模式。

(Laughs)

（笑声）

Now someone else that I think is already a rock star in more ways than one

其他我认为也算巨佬的人是

is Gareth Southgate,

加雷斯·索斯盖特（Gareth Southgate）

the current England men's team football manager.

现任英格兰国家男子足球队主教练。

Now before becoming England manager,

在成为英格兰教练前，

Southgate was a soccer player himself, in the early 1990s and 2000s,

早在 90 年代和 00 年代，索斯盖特 自己就是足球运动员。

and witnessed firsthand the racist abuse

他亲眼见过自己的有色队友

his colleagues of color were subjected to,

遭到种族歧视。

with monkey chants being screamed at them during matches,

在比赛的时候有人朝他们学猴子叫，

and banana peels thrown onto the pitch.

把香蕉皮丢到赛场上。

This searing knowledge would serve Southgate well

当他成为新一代的 英格兰球员的生涯守护者时，

when he became the custodian of the careers

这段刺痛的回忆给予了他启示。

of a new generation of England players.

He knew he wanted to create a better world for his players,

他想为自己的球员 创造一个更好的世界，

so he educated himself on racial injustice,

所以他自我教育，决不能种族歧视，

and then did the same with the whole team,

通过引进新西兰球队顾问， 欧文·伊斯特伍德（Owen Eastwood），

by bringing in Owen Eastwood, a New Zealand performance coach

他也将这种思想传递给整个球队，

whose modern-day interpretation of the Māori philosophy, whakapapa --

伊斯特伍德对毛利语中 的“whakapapa”进行了现代阐释——

"we are all connected, therefore we all belong" --

意为：“我们都存在于联系， 所以我们相互属于”——

would become embedded in the psyches of the whole team.

而这成为了整个团队的精神内核。

Now, this England squad was like nothing the country had ever seen before.

这只英格兰球队， 与以往的球队都不相同。

Vibrant with swagger -- as the young people would say --

它活力四射，气宇轩昂—— 就像年轻人们说的——

ethnically diverse and aligned to movements such as BLM.

种族多元化，与“黑命贵”等运动相当。

So when American players, led by Colin Kaepernick,

所以当科林.卡佩尼克 （Colin Kaepernick）带领着美国球员

decided to take the knee,

单膝着地，以示抗议，

Southgate’s players did so too, in solidarity.

索斯盖特的球员团结一致， 也做了同样的事。

A public backlash ensued.

公众的集体反对接踵而至，

Rather than bow to public pressure,

索斯盖特没有对公众压力妥协，

Southgate penned an open letter to the nation,

而是亲手写了一封公开信

saying,

说道：

"I have a responsibility to the wider community

“我们有责任，有义务为多元化的社群发声，

to use my voice, and so do the players.

通过我和队员们发声，

It's their duty to continue to interact with the public

这是他们的职责，继续与公众交流互动，

on matters such as equality, inclusivity and racial injustice,

在平等、包容和种族正义上发挥作用，

while using the power of their voices to help put debates on the table,

同时，他们的发声 也将这些讨论重新提上议程

raise awareness and educate."

让人们意识到这些问题， 并教育他们。”

There would soon be another moment of truth.

很快就迎来了另一个关键时刻。

When three of his Black players --

当他的三位黑人球员——

Marcus Rashford, Bukayo Saka and Jadon Sancho --

马库斯·拉什福德（Marcus Rashford）、 布卡约·萨卡（Bukayo Saka）

和贾登·桑乔（Jadon Sancho ）——

missed their penalties in the Euro's finals.

在欧洲决赛中错失了他们的点球。

A barrage of torrid racist abuse would follow.

如洪水般的种族歧视言论扑面而来，

Again, Southgate stepped up and not only defended his players,

索斯盖特又一次站出来， 不仅为他的球员辩护，

but took the blame, as coach.

身为教练也担下了罪责。

And the beautiful thing that also happened

一件叹为观止的事情发生了，

was, because of the education piece that had gone before,

因为此前受到的教育

the whole team rallied around the players,

整个球队将受到侮辱的球员围绕起来，

seeing an attack on one as an attack on them all.

将对个人的攻击视作对整体的伤害。

The unequivocal solidarity

加雷斯·索斯盖特

that Gareth Southgate has been able to create within this England team

为英格兰球队培养起来的坚决的团结

is truly a profile in courage.

就是一种真正勇气的象征。

The level of emotional intelligence and understanding

他展现出来的情商与共情能力

that he has displayed

表示他正领导着

means that he is now leading one of the most unified sports teams

一只现代最为团结的队伍。

in modern times.

There's no reason this can't be a template for business too.

这确确实实 也可以成为一种商业的典范，

There are hierarchies of inclusion that exist in every society,

包容的等级规则存在于每个社会。

with those at the top on the inside,

在那些顶层的内部，

and those at the bottom cast outside.

也在那些底层的外部

I grew up in London as the daughter of African immigrants,

做为非洲移民的女儿，我生在伦敦，

so I know what it feels like to disrupt the world the way it is,

所以我知道变革世界是一种什么感觉，

and to break through.

也体会过突破的感受。

As a working-class Black woman,

作为一名工人阶级的黑人女性，

somehow, I had a different vision for myself

不知怎么的，我对自我的认识

than the one the world had created for me.

与世界赋予我的大不相同。

Fortunately, we are now starting to see more and more women of color progress.

幸运的是，我们开始看见 越来越多的有色女性在进步，

But it shouldn't be on us.

但是这不应该发生在我们身上。

Now I know many of you will have noticed --

现在，我知道大家已经注意到，

because I saw your faces, I know you did --

因为从你们的脸上看出，我知道，

that the list of business leaders that I opened my talk with

我刚开始讲的所有的商业领头人

were all white men.

都是白人男性，

And all white men from mainly affluent backgrounds, at that.

而且他们都出身于富贵家庭。

That isn't a coincidence.

这并不是巧合，

No one group has a monopoly on talent or ability,

没有任何一个人群 可以独享天赋或才能，

but as a result of the detrimental impact of imperialism and colonialism,

但是由于帝国主义 和殖民主义的有害影响。

up until very recently, at least from a Western perspective,

直到最近， 至少是从西方视角来看，

this group has had a monopoly on access and opportunity.

白人男性 确实垄断着晋升渠道和机遇。

We are heading into some very turbulent times economically,

我们正前往一个经济动荡的时代，

and socially we’re at a crossroads, too.

也站在社会的十字路口。

In the past, difficult times

在过去，艰难时刻

has often meant that diversity and inclusion

常常意味着，多元和包容

have been put on a back burner.

都被人们抛之脑后。

I would argue now is the time for us to dig deeper.

我认为，是时候让我继续了解 这些概念了。

We know inclusion grows the bottom line,

我们知道，包容可以提高底线，

and the leaders who truly understand this will be the ones that not only win,

真正理解包容的领导者 不仅仅会成功，

but win the right way.

而且会以正确的方式成功。

So these innovators, these guys,

创新者们，拥抱多元的人，

these rock stars who have taken on everything

和商业巨佬们， 他们从事着各种各样的事

from computing, to commerce, to coffee --

从电脑、商业到咖啡经营。

wouldn't it be cool to see them disrupt inequity too?

如果看到他们同时为不平等变革， 这不是很酷吗？

To look at the world the way it is,

就像加雷斯、约翰那样，

just like Gareth and John did,

看着我们如今的世界，

and say to themselves,

然后喃喃自语道：

"Nah, that's not it."

“哎，不该这样。”

I don't know about you,

我不知道你们会怎么做，

but those are the kind of rock stars I want to see.

但是这就是 我想看到的“巨佬”的样子。

Thank you.

谢谢。

(Cheers and applause)

（欢呼和掌声）