Someone who looks like me walks past you in the street. Do you think they're a mother, a refugee or a victim of oppression? Or do you think they're a cardiologist, a barrister or maybe your local politician? Do you look me up and down, wondering how hot I must get or if my husband has forced me to wear this outfit? What if I wore my scarf like this?
Netko tko izgleda poput mene prođe pored vas na ulici. MIslite li da je ta osoba majka, izbjeglica ili žrtva ugnjetavanja? Ili mislite da je ta osoba kardiolog, odvjetnik ili možda lokalni političar? Odmjerite li me od glave do pete, pitajući se koliko mi je vruće ili je li me moj muž natjerao da nosim ovu odjeću? Što da nosim maramu ovako?
I can walk down the street in the exact same outfit and what the world expects of me and the way I'm treated depends on the arrangement of this piece of cloth. But this isn't going to be another monologue about the hijab because Lord knows, Muslim women are so much more than the piece of cloth they choose, or not, to wrap their head in. This is about looking beyond your bias.
Mogu prošetati ulicom u potpuno istoj odjeći i ono što se od mene očekuje te kako se prema meni odnose ovisi o tome kako je ovaj komad tkanine složen. No ovo neće biti još jedan monolog o hidžabu jer Bog zna da su muslimanke puno više od komada tkanine u koji odaberu umotati ili ne umotati svoje glave. Ovdje je riječ o nadilaženju predrasuda.
What if I walked past you and later on you'd found out that actually I was a race car engineer, and that I designed my own race car and I ran my university's race team, because it's true. What if I told you that I was actually trained as a boxer for five years, because that's true, too. Would it surprise you? Why?
Što da prođem pored vas i kasnije saznate da sam zapravo inženjerka trkaćih automobila, da sam dizajnirala svoj trkaći automobil i da sam vodila sveučilišni tim? To je istina. Što da vam kažem da sam pet godina trenirala boks? I to je istina. Bi li vas to iznenadilo? Zašto?
Ladies and gentlemen, ultimately, that surprise and the behaviors associated with it are the product of something called unconscious bias, or implicit prejudice. And that results in the ridiculously detrimental lack of diversity in our workforce, particularly in areas of influence. Hello, Australian Federal Cabinet. (Applause)
Dame i gospodo, na kraju krajeva, to iznenađenje i ponašanja koja su s njime povezana proizvod su nesvjesne pristranosti ili implicitne predrasude, što može rezultirati apsurdno štetnim manjkom raznolikosti radne snage, posebice u značajnim područjima. Pozdrav ministrima australske vlade! (Pljesak)
Let me just set something out from the outset: Unconscious bias is not the same as conscious discrimination. I'm not saying that in all of you, there's a secret sexist or racist or ageist lurking within, waiting to get out. That's not what I'm saying. We all have our biases. They're the filters through which we see the world around us. I'm not accusing anyone, bias is not an accusation. Rather, it's something that has to be identified, acknowledged and mitigated against. Bias can be about race, it can be about gender. It can also be about class, education, disability. The fact is, we all have biases against what's different, what's different to our social norms.
Dopustite mi da razjasnim nešto odmah na početku: Nesvjesna pristranost nije jednaka svjesnoj diskriminaciji. Ne kažem da se u svima vama potajice krije seksist ili rasist ili dobni diskriminator koji samo čeka da se otkrije. Ne govorim to. Svi mi imamo svoje predrasude. To su filteri kroz koje vidimo svijet oko nas. Ne optužujem nikoga, predrasuda nije optužba. To je nešto što je potrebno identificirati, priznati i spriječiti. Predrasude mogu biti rasne, spolne. One mogu biti i o društvenom položaju, obrazovanju, invaliditetu. Zapravo, svi mi imamo predrasude prema onome što je drugačije, onome što je drugačije od naših društvenih normi.
The thing is, if we want to live in a world where the circumstances of your birth do not dictate your future and where equal opportunity is ubiquitous, then each and every one of us has a role to play in making sure unconscious bias does not determine our lives.
Poanta je u tome da, ako želimo živjeti u svijetu gdje okolnosti našeg rođenja ne određuju našu budućnost i gdje su posvuda jednake mogućnosti, onda svatko od nas ima ulogu osigurati da nesvjesne predrasude ne određuju naše živote.
There's this really famous experiment in the space of unconscious bias and that's in the space of gender in the 1970s and 1980s. So orchestras, back in the day, were made up mostly of dudes, up to only five percent were female. And apparently, that was because men played it differently, presumably better, presumably. But in 1952, The Boston Symphony Orchestra started an experiment. They started blind auditions. So rather than face-to-face auditions, you would have to play behind a screen. Now funnily enough, no immediate change was registered until they asked the audition-ers to take their shoes off before they entered the room. because the clickity-clack of the heels against the hardwood floors was enough to give the ladies away. Now get this, there results of the audition showed that there was a 50 percent increased chance a woman would progress past the preliminary stage. And it almost tripled their chances of getting in. What does that tell us? Well, unfortunately for the guys, men actually didn't play differently, but there was the perception that they did. And it was that bias that was determining their outcome.
Postoji taj vrlo poznati eksperiment na području nesvjesnih predrasuda, a to je u području roda 1970-ih i 1980-ih godina. Orkestre su tada uglavnom činili muškarci, do pet posto činile su žene. I, očito, tome je bilo tako jer su muškarci drugačije svirali, vjerojatno bolje, vjerojatno. No 1952. Bostonski simfonijski orkestar pokrenuo je eksperiment. Počeli su s audicijama naslijepo. Dakle, umjesto audicija lice u lice, trebalo bi svirati iza zastora. Zanimljivo je što se nikakve promjene nisu odmah uočile dok natjecatelje nisu zamolili da skinu cipele prije ulaska u sobu jer je zvuk udaranja potpetica o parket bio dovoljan da otkrije da se radi o ženi. A pazite sad, rezultati audicije pokazali su da postoji 50 % veća šansa za ženu da prođe u sljedeći krug, što im je utrostručilo šanse za upad. Što nam to govori? Na žalost muškaraca, muškarci ne sviraju drugačije, ali vjerovalo se da sviraju, a ta je predrasuda utjecala na ishod.
So what we're doing here is identifying and acknowledging that a bias exists. And look, we all do it. Let me give you an example. A son and his father are in a horrible car accident. The father dies on impact and the son, who's severely injured, is rushed to hospital. The surgeon looks at the son when they arrive and is like, "I can't operate." Why? "The boy is my son." How can that be? Ladies and gentlemen, the surgeon is his mother. Now hands up -- and it's okay -- but hands up if you initially assumed the surgeon was a guy? There's evidence that that unconscious bias exists, but we all just have to acknowledge that it's there and then look at ways that we can move past it so that we can look at solutions.
Mi ovdje prepoznajemo i priznajemo da postoje pristranosti. Gle, svi mi to radimo. Dat ću vam primjer. Sin i otac dožive strašnu prometnu nesreću. Otac umire na licu mjesta, a sin, teško ozlijeđen, odvezen je u bolnicu. Kirurg pogleda sina po dolasku i kaže: "Ne mogu obaviti ovu operaciju." Zašto? "Ovaj je dječak moj sin." Kako sad to? Dame i gospodo, kirurg je njegova majka. Sad podignite ruke - u redu je - ali podignite ruke svi vi koji ste pretpostavili da je kirurg muškarac. Postoje dokazi o postojanju nesvjesnih pristranosti, ali svi si mi to jednostavno moramo priznati, a potom tražiti načine da pređemo preko toga kako bismo mogli potražiti rješenja.
Now one of the interesting things around the space of unconscious bias is the topic of quotas. And this something that's often brought up. And of of the criticisms is this idea of merit. Look, I don't want to be picked because I'm a chick, I want to be picked because I have merit, because I'm the best person for the job. It's a sentiment that's pretty common among female engineers that I work with and that I know. And yeah, I get it, I've been there. But, if the merit idea was true, why would identical resumes, in an experiment done in 2012 by Yale, identical resumes sent out for a lab technician, why would Jennifers be deemed less competent, be less likely to be offered the job, and be paid less than Johns. The unconscious bias is there, but we just have to look at how we can move past it.
Nešto što je zanimljivo na području nesvjesnih pristranosti jesu kvote. To je nešto što se često spominje, a kritizira se ideja sposobnosti. Ne želim da me izaberu zato što sam cura, već zbog mojih sposobnosti, zato što sam najbolja osoba za taj posao. Takav je način razmišljanja prilično čest među inženjerkama s kojima radim i koje poznajem. Razumijem, bila sam u njihovoj situaciji. Ali ako je ideja o sposobnostima istinita, zašto identični životopisi, prema istraživanju Sveučilišta Yale 2012., identični životopisi za posao laboratorijskog tehničara, zašto su osobe imena Jennifer viđene kao manje sposobne i imaju manje šanse za posao, a veće šanse za nižu plaću od osoba imena John? Nesvjesna pristranost postoji, ali moramo pronaći načine kako prijeći preko nje.
And, you know, it's interesting, there's some research that talks about why this is the case and it's called the merit paradox. And in organizations -- and this is kind of ironic -- in organizations that talk about merit being their primary value-driver in terms of who they hire, they were more likely to hire dudes and more likely to pay the guys more because apparently merit is a masculine quality. But, hey.
Znate, zanimljivo je, ima istraživanje koje govori o uzrocima toga, a to je paradoks sposobnosti. U organizacijama - ovo je pomalo ironično - u organizacijama koje tvrde da im je sposobnost glavna vrijednost glede prvenstva zapošljavanja bili su skloniji zaposliti muškarce i više ih platiti jer izgleda da je sposobnost muška odlika. Ali dobro.
So you guys think you've got a good read on me, you kinda think you know what's up. Can you imagine me running one of these? Can you imagine me walking in and being like, "Hey boys, this is what's up. This is how it's done." Well, I'm glad you can. (Applause) Because ladies and gentlemen, that's my day job. And the cool thing about it is that it's pretty entertaining. Actually, in places like Malaysia, Muslim women on rigs isn't even comment-worthy. There are that many of them. But, it is entertaining.
Mislite da ste me dobro pročitali, mislite da znate o čemu se radi. Možete li me zamisliti kako upravljam ovim? Možete li me zamisliti kako ulazim i govorim: "Zdravo, momci, ovako se to radi." Drago mi je da možete. (Pljesak) Dame i gospodo, to je moj posao, a super je to što je prilično zabavno. Zapravo, u zemljama poput Malezije muslimanke na montaži nisu nikakvo čudo. Da, toliko ih ima! Ali zabavno je.
I remember, I was telling one of the guys, "Hey, mate, look, I really want to learn how to surf." And he's like, "Yassmin, I don't know how you can surf with all that gear you've got on, and I don't know any women-only beaches." And then, the guy came up with a brilliant idea, he was like, "I know, you run that organization Youth Without Borders, right? Why don't you start a clothing line for Muslim chicks in beaches. You can call it Youth Without Boardshorts." (Laughter) And I was like, "Thanks, guys." And I remember another bloke telling me that I should eat all the yogurt I could because that was the only culture I was going to get around there.
Sjećam se kako sam jednom dečku rekla: "Gle, kompa, stvarno želim naučiti surfati." Kaže on: "Yassmin, stvarno ne znam kako ćeš surfati sa svom tom opremom, a ne znam ni za plaže namijenjene samo ženama." Zatim se dosjetio sjajne ideje. Rekao je: "Znam! Ti vodiš onu organizaciju Mladi bez granica, zar ne? Mogla bi osmisliti liniju odjeće za plažu za muslimanke. Mogla bi se zvati Mladi bez kratkih hlačica." (Smijeh) Rekoh: "Hvala vam, dečki!" Sjećam se kako mi je jedan drugi frajer rekao da bih trebala jesti sav mogući jogurt jer je to jedina kultura koju ću ondje iskusiti.
But, the problem is, it's kind of true because there's an intense lack of diversity in our workforce, particularly in places of influence. Now, in 2010, The Australian National University did an experiment where they sent out 4,000 identical applications to entry level jobs, essentially. To get the same number of interviews as someone with an Anglo-Saxon name, if you were Chinese, you had to send out 68 percent more applications. If you were Middle Eastern -- Abdel-Magied -- you had to send out 64 percent, and if you're Italian, you're pretty lucky, you only have to send out 12 percent more. In places like Silicon Valley, it's not that much better. In Google, they put out some diversity results and 61 percent white, 30 percent Asian and nine, a bunch of blacks, Hispanics, all that kind of thing. And the rest of the tech world is not that much better and they've acknowledged it, but I'm not really sure what they're doing about it.
Problem je u tome što je to pomalo istinito jer postoji pravi manjak raznolikosti radne snage, pogotovo na utjecajnim mjestima. Godine 2010. Australsko državno sveučilište izvelo je eksperiment u kojem su poslali 4 000 identične prijave za posao. Kako biste dobili isti broj intervjua kao netko anglosaksonskog imena, ako ste Kinez, morali ste poslati 68% više prijava. Ako ste s Bliskog istoka - Abdel-Magied - morate poslati 64% više prijava. Ako ste Talijan, imate sreće - morate poslati samo 12 % više. U mjestima poput Silicijske doline i nije toliko bolje. U Googleovim rezultatima raznolikosti nalazi se 61% bijelaca, 30% Azijaca i 9% nešto crnaca, Španjolaca i slično. Ostatak tehnološkog svijeta nije puno bolji i priznaju to, ali ne znam što točno rade po tom pitanju.
The thing is, it doesn't trickle up. In a study done by Green Park, who are a British senior exec supplier, they said that over half of the FTSE 100 companies don't have a nonwhite leader at their board level, executive or non-executive. And two out of every three don't have an executive who's from a minority. And most of the minorities that are at that sort of level are non-executive board directors. So their influence isn't that great.
Stvar je u tome što se ne nadoknađuje. U istraživanju Green Parka, britanskog dobavljača starijih rukovodilaca, rekli su da više od polovice FTSE-ovih 100 tvrtki nema nebijelog vođu na razini odbora, bio on izvršni ili neizvršni. Dvije od tri tvrtke za rukovoditelja nema pripadnika manjine. Većina pripadnika manjina koja se nalazi na takvoj razini jesu neizvršni direktori odbora, što znači da nemaju velik utjecaj.
I've told you a bunch of terrible things. You're like, "Oh my god, how bad is that? What can I do about it?" Well, fortunately, we've identified that there's a problem. There's a lack of opportunity, and that's due to unconscious bias. But you might be sitting there thinking, "I ain't brown. What's that got to do with me?" Let me offer you a solution. And as I've said before, we live in a world where we're looking for an ideal. And if we want to create a world where the circumstances of your birth don't matter, we all have to be part of the solution. And interestingly, the author of the lab resume experiment offered some sort of a solution. She said the one thing that brought the successful women together, the one thing that they had in common, was the fact that they had good mentors.
Ispričala sam vam hrpu loših stvari. Sad mislite: "O, Bože, užas. Što ja mogu učiniti po tom pitanju?" Srećom, prepoznali smo problem - manjak prilika uzrokovan nesvjesnim pristranostima. Sad možda mislite: "Nisam tamnije puti. Kakve to veze ima sa mnom?" Ponudit ću vam rješenje. Kao što ranije rekoh, živimo u svijetu u kojemu tražimo ideal, a ako želimo stvoriti svijet u kojem okolnosti rođenja nisu bitne, svi moramo biti dio rješenja. Autorica eksperimenta životopisa za laboratorij ponudila je neko rješenje. Rekla je da uspješne žene povezuje jedna zajednička stvar - činjenica da su dobre mentorice.
So mentoring, we've all kind of heard that before, it's in the vernacular. Here's another challenge for you. I challenge each and every one of you to mentor someone different. Think about it. Everyone wants to mentor someone who kind of is familiar, who looks like us, we have shared experiences. If I see a Muslim chick who's got a bit of attitude, I'm like, "What's up? We can hang out." You walk into a room and there's someone who went to the same school, you play the same sports, there's a high chance that you're going to want to help that person out. But for the person in the room who has no shared experiences with you it becomes extremely difficult to find that connection.
Mentorstvo. Svi smo čuli za to. Izraz se podomaćio. Evo vam još jedan izazov. Izazivam svakoga od vas da budete mentor nekom drugačijem. Razmislite o tome. Svi žele biti mentor nekom, na neki način, poznatom, nalik nama, tko ima slična iskustva kao mi. Ako vidim muslimanku koja je pomalo drska, kažem: "Što ima? Možemo se družiti." Uđete u prostoriju i vidite nekoga tko je išao u vašu školu, bavite se istim sportom, velika je vjerojatnost da ćete toj osobi htjeti pomoći. Ali osobi u prostoriji koja nema iskustva slična vašima užasno je teško pronaći tu povezanost.
The idea of finding someone different to mentor, someone who doesn't come from the same background as you, whatever that background is, is about opening doors for people who couldn't even get to the damn hallway.
Ideja da pronađete nekog drugačijeg za štićenika, nekoga tko ne dolazi iz istog okruženja kao vi, bez obzira na vrstu okruženja, govori o otvaranju vrata ljudima koji nisu mogli doći ni do prokletog hodnika.
Because ladies and gentlemen, the world is not just. People are not born with equal opportunity. I was born in one of the poorest cities in the world, Khartoum. I was born brown, I was born female, and I was born Muslim in a world that is pretty suspicious of us for reasons I can't control. However, I also acknowledge the fact that I was born with privilege. I was born with amazing parents, I was given an education and had the blessing of migrating to Australia. But also, I've been blessed with amazing mentors who've opened doors for me that I didn't even know were there. A mentor who said to me, "Hey, your story's interesting. Let's write something about it so that I can share it with people." A mentor who said, "I know you're all those things that don't belong on an Australian rig, but come on anyway." And here I am, talking to you.
Dame i gospodo, svijet nije pravedan! Ljudi se ne rađaju s jednakim mogućnostima. Rođena sam u Khartoumu, jednom od najsiromašnijih gradova u svijetu. Rođena sam kao tamnoputa žena i kao muslimanka u svijet koji je jako sumnjičav prema nama iz razloga na koje ne mogu utjecati. No, priznajem i da sam rođena privilegirana. Imala sam sjajne roditelje, pruženo mi je obrazovanje i imala sam taj blagoslov da sam doselila u Australiju, a primila sam i blagoslov u obliku sjajnih mentora koji su mi otvorili vrata za koja nisam znala ni da postoje. Mentor koji mi je rekao: "Hej, tvoja je priča zanimljiva. Pišimo o njoj kako bih je mogao podijeliti s drugim ljudima." Mentor koji je rekao: "Znam da si sve ono što ne pripada na australskoj montaži, ali ipak dođi." I evo me, govorim vama.
And I'm not the only one. There's all sorts of people in my communities that I see have been helped out by mentors. A young Muslim man in Sydney who ended up using his mentor's help to start up a poetry slam in Bankstown and now it's a huge thing. And he's able to change the lives of so many other young people. Or a lady here in Brisbane, an Afghan lady who's a refugee, who could barely speak English when she came to Australia, her mentors helped her become a doctor and she took our Young Queenslander of the Year Award in 2008. She's an inspiration. This is so not smooth.
I nisam jedina. Ima puno različitih ljudi u mojim zajednicama kojima su pomogli mentori. Mladi musliman u Sydneyu koji je uz mentorovu pomoć pokrenuo natjecanje u poeziji u Bankstwonu gdje je to sad važan događaj, a može i mijenjati živote tolikih drugih mladih ljudi. Ili dama iz Brisbana, Afganistanka izbjeglica koja je jedva govorila engleski po dolasku u Australiju. Zahvaljujući njima, postala je liječnica i primila je našu nagradu Mladog Queenslandera godine 2008. Ona je inspirativna. Ovo nije baš elegantno.
This is me. But I'm also the woman in the rig clothes, and I'm also the woman who was in the abaya at the beginning. Would you have chosen to mentor me if you had seen me in one of those other versions of who I am? Because I'm that same person. We have to look past our unconscious bias, find someone to mentor who's at the opposite end of your spectrum because structural change takes time, and I don't have that level of patience. So if we're going to create a change, if we're going to create a world where we all have those kinds of opportunities, then choose to open doors for people. Because you might think that diversity has nothing to do with you, but we are all part of this system and we can all be part of that solution.
Ovo sam ja. Ali ja sam i žena u opravi. Ja sam i žena koja je na početku bila u abaji. Biste li me izabrali za štićenicu da ste me vidjeli u nekoj drugoj verziji mene? Ja sam ta ista osoba. Moramo prijeći preko naših nesvjesnih pristranosti, naći štićenika koji je na suprotnom kraju spektra jer je za strukturalnu promjenu potrebno vrijeme, a ja nemam toliko strpljenja. Ako želimo nešto promijeniti, ako želimo stvoriti svijet u kojem svi imamo jednake mogućnosti, onda se moramo odlučiti otvarati vrata drugima. Svi vi možete misliti da raznolikost nema nikakve veze s vama, ali svi smo mi dio ovog sustava, a svi mi možemo biti i dio tog rješenja.
And if you don't know where to find someone different, go to the places you wouldn't usually go. If you enroll in private high school tutoring, go to your local state school or maybe just drop into your local refugee tutoring center. Or perhaps you work at an office. Take out that new grad who looks totally out of place -- 'cause that was me -- and open doors for them, not in a tokenistic way, because we're not victims, but show them the opportunities because opening up your world will make you realize that you have access to doors that they didn't even know existed and you didn't even know they didn't have.
Ako ne znate gdje pronaći nekoga drugačijeg, idite na mjesta na koja inače ne odlazite. Ako odlučite podučavati u privatnoj srednjoj, idite u lokalnu državnu školu ili navratite u lokalni centar za obrazovanje izbjeglica. Ako radite u uredu, uzmite pod svoje novog studenta koji izgleda potpuno izgubljeno - to sam bila i ja - i otvorite im vrata, ali ne tokenistički jer mi nismo žrtve, nego im pokažite mogućnosti jer otvaranjem vlastitog svijeta shvatit ćete da imate pristup vratima za koje oni nisu ni znali da postoje, a vi to uopće niste znali.
Ladies and gentlemen, there is a problem in our community with lack of opportunity, especially due to unconscious bias. But each and every one one of you has the potential to change that. I know you've been given a lot of challenges today, but if you can take this one piece and think about it a little differently, because diversity is magic. And I encourage you to look past your initial perceptions because I bet you, they're probably wrong.
Dame i gospodo, u našoj zajednici imamo problem s manjkom mogućnosti, pogotovo zbog nesvjesnih pristranosti, ali svatko od vas ima potencijal to promijeniti. Znam da sam vam danas zadala puno izazova, ali ponesite sa sobom djelić ovoga i barem malo drugačije razmišljajte o tome jer raznolikost je čarobna. Zanemarite svoje prve dojmove jer bih se dala okladiti da su vjerojatno pogrešne.
Thank you.
Hvala.
(Applause)
(Pljesak)