How to get serious about diversity and inclusion in the workplace | Janet Stovall | TED
470,413 views ・ 2018-09-13
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譯者: Lilian Chiu
審譯者: Wilde Luo
00:13
Everybody has that one friend --
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每個人都有一位這樣的朋友 ——
00:16
you know, the single-minded one,
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對某件事極其專注的朋友,
00:18
the one who, no matter
what the question is,
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不論問他什麼問題,
00:21
always finds a way to make the answer
whatever it is she's single-minded about.
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都有辦法把答案和他
念念不忘的那件事拉上關係。
00:26
I'm that friend.
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我就是那個朋友。
00:28
(Laughter)
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(笑聲)
00:29
And the thing that I'm single-minded about
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而我一心一意專注的事,
00:32
is racism.
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是種族主義。
00:34
If someone were to ask me, "So, Janet,
got any plans for the 4th of July?"
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如果有人問我:「那麽,珍妮特,
你七月四日有什麼計畫嗎?」
00:38
I'm subject to answer, "Yeah,
I'm going to binge-watch 'Roots.'"
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我會回:「我要刷劇,狂看
《尋根》(關於黑奴的影集)。」
00:41
(Laughter)
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(笑聲)
00:42
Or if they said, "Janet,
I've got a joke for you:
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或者,如果有人說:
「珍妮特,我跟你說個笑話:
00:45
Why'd the chicken cross the road?"
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雞為什麼要過馬路?」
00:47
"Uh, was it a black chicken?
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「呃,這隻雞是黑色的嗎?
00:49
Probably gentrification."
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可能是因為仕紳化(貧窮地區因
富人遷來居住,環境得以改善)。」
00:51
(Laughter)
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00:54
(Applause)
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(掌聲)
01:01
But for me, single-mindedness
is not just caring about something.
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但對我來說,專注在一件事上
並不僅僅只是去關心它,
01:05
It's caring about something enough
to do something about it.
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而是為這份心意做出實際行動。
01:09
It's not just thinking, it's doing.
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不止是「想」,還要去「做」。
01:13
It's not just praying,
it is moving your feet.
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不止是禱告,還要行動起來。
(「祈禱時也做出行動」非洲諺語。)
01:18
And the reason I'm single-minded
about racism is because I know
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我之所以對於種族主義
如此專注,是因為我知道:
01:22
single-mindedness can destroy it.
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專注能夠摧毀它。
01:26
I learned that many, many years ago.
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我是在許多年前學到這一點的。
01:28
Back in 1984, I was a junior
at Davidson College
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1984 年,我在
戴維森學院讀三年級,
01:31
in Davidson, North Carolina.
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它位於北卡羅萊納州的戴維森鎮。
01:34
Now, Davidson is a little-bitty town,
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戴維森是個丁點兒大的鎮,
01:36
Southern town, split by railroad tracks,
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南方的小鎮,以火車鐵軌為界限,
01:38
with white Davidson on one side,
black Davidson on the other side,
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一邊是白人區,另一邊是黑人區。
01:42
and, as black students lived
on the white side of the tracks,
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作為居住在白人區的黑人學生,
01:46
we got used to being stopped
in downtown and asked for ID,
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在市區被攔下並被要求
出示身分證件,是司空見慣的事,
01:50
until the police memorized our faces.
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直到警方記住我們的面孔,
才不再這麼做。
01:53
But fortunately,
that didn't take too long,
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但幸運的是,
這花不了多少時間,
01:55
because out of 1,200 students,
only 52 of us were black.
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因為,在 1200 名學生中,
只有 52 名黑人。
01:59
There was one black professor
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還有一名黑人教授,
02:00
and one black assistant dean.
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和一名黑人副院長。
02:03
Things weren't a lot better on campus.
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在校園裡,狀況也沒有好多少。
02:05
Well, I wasn't OK with this.
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嗯,我對此頗有微詞。
02:08
And so, I started writing things.
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所以,我開始為此寫作。
02:10
And then I started yelling things.
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接著,我開始為此呼喊。
02:12
And after about three years of that,
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大約這樣做了三年之後,
02:14
I got tired.
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我累了。
02:15
So I decided to write one more thing;
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所以我決定要再寫一樣東西:
02:18
I wrote something called "Project '87."
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我寫了「87 專案」。
02:21
Project '87 was really
just a challenge to Davidson:
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「87 專案」其實只是個
給戴維森學院的挑戰:
02:25
in three years, by 1987,
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用三年的時間,到 1987 年時,
02:28
enroll 100 black students,
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要招收 100 名黑人學生,
02:31
hire 10 black professors,
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僱用 10 名黑人教授,
02:34
create five Black Studies classes
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並開設 5 堂黑人研究課程,
02:36
and hire one black dean.
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及僱用 1 名黑人院長。
02:39
It didn't seem particularly revolutionary,
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這似乎並不是什麽
革命性的專案,
02:41
but what was different about it was,
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但它有個特別的地方,
02:43
we also challenged Davidson
to say that if you don't do this,
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我們也挑戰校方,
我們說,如果你們不這麼做,
02:47
we will question
your commitment to diversity.
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我們將會質疑你們
對於群體多樣性的承諾。
02:50
It was a real problem.
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那是個實實在在的問題。
02:52
We put some real numbers to it.
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那些數字是動真格的。
02:54
We gave them some real consequences.
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我們要給他們點顔色看看。
02:56
Well, the campus went absolutely nuts.
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隨之,整個校園陷入瘋狂。
02:59
But fortunately, in the middle of this,
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但幸運的是,在這過程中,
03:01
Davidson got a new president,
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戴維森學院有位新校長上任,
03:03
and that president was
single-minded about racism, too.
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那位新校長也同樣
專注於種族主義。
03:07
And so, he created a task force
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所以,他成立了一個專案小組,
03:10
to address the issues in Project '87.
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來處理「87 專案」的議題。
03:12
And several months after that,
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幾個月之後,
03:14
we produced a 77-page report.
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我們撰寫了一份 77 頁的報告。
03:19
That report was the foundation
for all the change that came after it.
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該報告是後續所有變革的基礎。
03:24
Now, I wasn't there to see that change,
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當時我沒能親歷那場變革,
03:27
because, actually, in 1985,
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因為,其實,在 1985 年,
03:30
I graduated.
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我就畢業了。
03:31
(Applause)
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(掌聲)
03:36
You are looking at the three
happiest people on the planet that day,
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你們現在看到的,是那一天
地球上最快樂的三個人,
03:41
because I am leaving.
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因為我要走人了。
03:43
(Laughter)
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(笑聲)
03:45
However, the change did happen,
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然而,改變確實發生了,
03:47
and today, there are 185 black students,
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現今,學校有 185 名黑人學生,
03:51
there are 16 black
or multiracial professors,
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16 名黑人或多種族的教授,
03:55
there are four black deans,
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4 名黑人院長,
03:56
and there's an entire degree-granting
Africana Studies Department.
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還有一整個能夠授予
學位的非洲文化研究系。
04:01
(Applause)
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(掌聲)
04:07
Project '87 changed Davidson.
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「87 專案」改變了戴維森學院。
04:09
But it also changed me,
because what it taught me
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但它也改變了我,
因為它教會我一件事,
04:12
was there's a lot of power
in single-mindedness.
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那就是:專注投入一件事
會有很強大的力量。
04:16
Well, today, I'm an executive speechwriter
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如今我擔任高階主管講稿撰寫人,
04:19
for one of the biggest
companies in the world.
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隸屬於世界上最大的公司之一。
04:22
It's a profession that is 92 percent white
and predominantly male,
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從事這職業的 92% 是白人,
絕大部分是男性。
04:27
which makes me a little bit of a unicorn.
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讓我顯得有點像是
珍稀的獨角獸。
04:30
But I'm a single-minded unicorn.
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但我是隻專注的獨角獸。
04:32
(Laughter)
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(笑聲)
04:33
So the thing about speech writing
is, it's very personal.
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撰寫演講稿有一個特點,
它很個人化,因人而異。
04:37
So I spend a lot of time
in deep conversation
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所以我花了很多時間和執行長
04:40
with the CEO and senior executives,
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以及高階主管進行深度對談,
04:43
and a lot of times those conversations
turn to diversity and inclusion,
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大部分的時候,那些對談的主題
都會轉向群體多樣性及包容性,
04:47
which, of course, I'm always
happy to talk about.
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我當然對此津津樂道。
04:51
But after quite a few
of these conversations,
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但在多次這樣的對談之後,
04:53
I've come to a conclusion:
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我得到了一個結論:
04:55
I believe that business
is in a position to do something
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我相信:企業,是特殊的
存在,它能夠做到一些
04:59
that no other entity can do.
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其他社會實體都無法做到的事。
05:02
Business can dismantle racism.
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企業能夠破除種族主義。
05:06
Now, colleges can't do it.
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大學沒辦法做到這一點。
05:07
There aren't but 5,000 of them
in the United States
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在美國,大學不過就五千所,
05:10
and only 20 million students enrolled.
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只招收兩千萬名學生。
05:12
Church can't do it, either --
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教堂也做不到 ——
05:14
only 35 percent of us go
on a regular basis,
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只有 35% 的人會定期去教堂,
05:16
and when we do,
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且當我們去教堂時,
05:18
eleven o'clock Sunday morning
is "the most segregated hour" in America.
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在美國,星期日早上 11 點
是「最種族隔離的一小時」。
05:23
But business?
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但企業呢?
05:24
There are a 162 million people
in the US workforce alone --
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單單是美國的勞動人口
就有 1 億 6 千 2 百萬人 ——
05:31
people of all races,
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包含了所有種族的人,
05:32
united in the spirit of wanting a paycheck
and having to show up to get it.
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他們團結起來,因為他們想要
領到薪水,還一定得出面才能領取。
05:37
(Laughter)
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(笑聲)
05:39
Now, I'm aware that diversity
is bigger than race,
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我知道群體多樣性並不
侷限於種族,它更大、更廣泛,
05:43
and racism is bigger than America.
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而種族主義也同樣不侷限於美國。
05:45
But racial discrimination
is the most prominent form,
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但種族歧視是最為突出的表現,
05:49
and Lord knows America is
the absolute best at it.
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地球人都知道,
在美國,種族歧視最為嚴重。
05:52
So what if, though, what if
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所以,如果這樣會如何:
05:56
we worked in diverse
and inclusive environments
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我們在一個多樣性
且包容性的環境下工作,
06:01
that we had something
to do something with?
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能夠讓我們藉助一些
東西來做些什麼?
06:03
And since we spend
one-third of our lives at work,
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既然我們把人生三分之一的
時間花在工作上,
06:07
what if we did that with people
who didn't look like us?
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如果我們和擁有不同外觀
特徵的人一起工作,會如何?
06:11
I think the world would be
a totally different place outside of work.
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我想,在工作以外的世界
會變成一個全然不同的地方。
06:15
That can happen if business
gets single-minded about racism.
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如果企業也能專注在
種族主義上,就有可能辦到。
06:21
But the question is:
How is that supposed to happen?
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但問題是:要如何讓它發生?
06:23
Well, I think there are three things
that business can borrow from Project '87:
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我認為,企業能從
「87 專案」中借鑒三樣東西:
06:27
real problems,
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實實在在的問題,
06:29
real numbers,
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實實在在的數字,
06:30
real consequences.
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實實在在的後果。
06:33
Like it or not,
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不論喜歡或不喜歡,
06:35
diversity is not really a problem
for business -- yet.
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對企業來說,多樣性並不是
什麽問題 —— 目前不是。
06:38
I mean, it's a nice thing to have,
it's the right thing to do,
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我的意思是,它能
錦上添花,且師出有名,
06:42
but for decades, we've been trying
to make the case
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但數十年來,我們
一直在努力提出論據
06:45
that diversity fuels innovation
and customer insight.
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來證明多樣性能夠
促進創新和市場洞察力。
06:49
I mean, at this point,
it's kind of a no-brainer,
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我是指,在此時此刻,
它是毫無疑問的,
06:52
a little bit like hearing
a smoke alarm going off
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有一點像是聽到煙霧警報器響起,
06:54
and standing with your hand
on the hot door,
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把手支在高溫的門上站著,
06:56
waiting for some data to tell you
that your house is on fire.
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然後等著某些資料來告訴你,
你的房子失火了。
07:00
Because the data is already there.
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然而資料已經在那裡了。
07:02
Ethnically diverse companies perform
33 percent better than the norm.
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在人種上更多樣化的公司
在表現上比標準值好 33%。
07:08
Forbes's best workplaces for diversity
enjoy 24 percent higher revenue growth.
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富比士公佈的群體多樣性上的最佳工作
場所,在收益成長上高出 24%。
07:15
And yet, here we are in 2018,
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但,已經到了 2018 年,
07:18
and there are only three black CEOs
in the Fortune 500.
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在「財富美國五百強」當中
只有三名執行長是黑人。
07:23
And if your name is Molly or Connor,
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如果你的名字叫莫利或康納,
07:26
you've got a 14 percent better chance
of getting a callback on your resume
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在寄出履歷後得到回電的機會,
比叫做珊妮絲或
迪尚恩的人要高出 14%。
07:30
than if your name is Shanice or DeShawn.
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07:33
And all of this, despite
the fact that by 2045,
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所有這一切,儘管到 2045 年,
07:38
America is projected to be
a minority-majority country.
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預期美國將成為
少數民族合起來佔多數的國家。
07:44
Here's the thing:
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重點是:
07:45
the business case for diversity,
as it stands today,
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企業現今的多樣性狀況
07:48
doesn't really speak to any problem.
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其實並沒有表明任何問題。
07:51
And the only way business
is going to get single-minded
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若要讓企業專注在種族多樣性上,
07:54
about racial diversity
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唯一的方式就是:
07:56
is if it has a problem that is urgent
and relative to somebody
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種族多樣性有個問題很急迫,
而且還跟非有色人種有關。
08:00
other than people of color.
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08:02
I got one:
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我有想到一個:
08:04
How about employees and customers?
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想想看員工與客戶?
08:07
Because no matter what business you're in,
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因為不論你從事哪一行,
08:09
you're going to need those, right?
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都需要員工和客戶,對吧?
08:11
Well, let's talk about some real numbers.
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咱們來談一些實實在在的數字。
08:14
If you have employees and customers,
wouldn't it make sense
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如果你有員工和客戶,
如果他們在外貌上
08:18
if they looked a little bit like
the people that work for you?
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和你的員工們有點相似,
這不是相當合理的嗎?
08:23
So if that's the case, maybe your employee
base should be 13 percent Black
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若是這樣的話,也許
你的員工應該有 13% 是黑人,
08:28
and 18 percent Hispanic,
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18% 是西班牙裔,
08:30
because that's what
the population looks like.
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因為那就是他們人口中的分佈比率。
08:32
Maybe that's what
your customer base looks like.
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也許你客戶的人種分佈
也是像這樣的。
08:36
But let's be clear:
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但咱們把話說清楚:
08:37
diversity and inclusion
are not the same things.
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多樣性和包容性並不是同一件事。
08:41
Diversity is a numbers game.
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多樣性是個數字遊戲,
08:43
Inclusion is about impact.
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而包容性關乎影響。
08:46
Companies can mandate diversity,
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公司能夠強制要求以達成多樣性,
08:48
but they have to cultivate inclusion.
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但得要慢慢培養包容性。
08:51
And if inclusion is what you're after,
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如果你追求的是包容性,
08:54
you've got to calculate
some slightly different numbers.
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你得要計算一些較為不同的數字。
08:57
How about 30 percent?
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30% 如何?
09:00
Because that's the point
that research shows
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因為研究顯示,當少數民族
在所有人中的比例達到 30% 時,
09:02
at which the voices of minorities
actually begin to be heard.
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他們的聲音才開始被聽到。
09:08
If you want a real problem,
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如果你想要有個實實在在的問題,
09:10
you're going to need
real numbers to fix it,
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你就需要有實實在在的
數字來解決它,
09:12
and if you're not willing
to set real numbers,
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如果你不願意設定那些數字,
09:14
then maybe you're not real serious
about diversity and inclusion.
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那麼,也許你其實沒有
認真看待多樣性和包容性。
09:17
That brings me to my third point:
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這就導向了第三點:
09:20
real consequences.
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實實在在的後果。
09:23
Think about this:
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想想看:
09:24
when salespeople forget what they're doing
and don't come up with their numbers,
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當業務人員忘了他們在做什麼,
且沒有達成業務目標,
09:28
what do we do?
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我們怎麼做?
09:29
We give them a little time,
maybe we give them some training.
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我們會給他們一點時間,
也許會給他們一些訓練。
09:32
But then if they don't hit
those numbers eventually,
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但接著,如果最終,
他們仍然沒有達標,
09:35
we fire them.
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我們就會開除他們。
09:36
However, when you start talking
about diversity and inclusion,
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然而,當你開始談論
多樣性和包容性時,
09:39
we use terms like "accountability."
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我們會用到像
「責任性」這樣的詞。
09:42
And maybe we scold, and maybe
we hold back an incentive or two.
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也許我們會叱責,也許我們
保留一兩份獎勵不發。
09:46
But you know what the best incentive is?
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但你們知道最好的獎勵是什麼嗎?
09:48
A job.
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一份工作。
09:49
And you know what
the best disincentive is?
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你們知道最好的遏制因素是什麼嗎?
09:51
Losing it.
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失去工作。
09:53
So if companies really
want accountability,
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所以,如果公司真的想要責任性,
09:56
they should assume that that is a given.
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他們應該要假設那是已有的事實。
09:58
Consequences are what happen when you
don't do what you're accountable for.
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「後果」起因於敷衍塞責。
10:04
Imagine this:
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想像一下:
10:06
imagine a place where people
of all colors and all races
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想像一個地方,在那裡,
有各種膚色、各種種族的人,
10:13
are on and climbing every rung
of the corporate ladder;
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分佈在企業各階層
且還在向上攀登;
10:17
where those people feel safe --
indeed, expected --
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在那裡,那些人覺得很安心——
這是可預期的——
10:22
to bring their unassimilated,
authentic selves to work every day,
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每天都可以放心地以沒有被同化、
最真實的自我面對工作,
10:26
because the difference that they bring
is both recognized and respected.
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因為他們帶來的差異
是被認可也被尊重的。
10:32
And imagine a place where the lessons
we learn about diversity at work
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想像一個地方,在那裡,
我們在工作中學到的多樣性經歷
10:38
actually transform the things we do,
think and say outside of work.
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能真正轉變我們在工作之外的
行為、思想和言辭。
10:44
That is what happens
if we all work together
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如果我們能夠同心協力
來消除隔閡,就能實現它。
10:47
to fix what's broken.
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10:48
That is what happens if we stop
praying for change to happen
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如果我們盼望改變的發生,
卻不再寄希望於神明,
10:52
and actually start moving
our feet to making it.
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而是真正行動起來、
開始去做,就能實現它。
10:55
That is the power of single-mindedness.
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那就是專注的力量。
10:58
Thank you.
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謝謝。
10:59
(Applause)
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(掌聲)
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