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?
Neko ko izgleda kao ja prolazi pored vas na ulici. Da li pomišljate da je to majka, izbeglica ili žrtva tlačenja? Ili mislite da je kardiolog, advokat ili možda lokalni političar? Da li me odmeravate od glave do pete, pitajući se koliko mora da mi je vruće ili da li me je muž naterao da nosim ovu odeću? Šta ako bih nosila šal 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 da šetam ulicom u potpuno istoj odeći i ono što svet očekuje od mene i način na koji me tretiraju zavisi od rasporeda ovog komada odeće. Ali ovo neće biti još jedan monolog o hidžabu jer Gospod zna, muslimanku čini mnogo više od komada odeće kojim odaberu, ili ne, da obaviju glavu. Ovde se radi o sagledavanju stvari izvan vaše pristrasnosti.
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?
Šta ako bih prošla pored vas i kasnije otkrijete da sam zapravo inženjer trkačkih automobila, da sam dizajnirala sopstveno trkačko vozilo i da vodim trkački tim na svom univerzitetu, jer to je istina. Šta ako vam kažem da sam u stvari bila pet godina obučavana kao bokser, jer je i to istina. Da li bi 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, u krajnjoj liniji, to iznenađenje i ponašanja u vezi sa njim su proizvod nečega što se zove nesvesne pristrasnosti, ili implicitne predrasude. I to dovodi do komično štetnog nedostatka raznolikosti u našem svetu rada, naročito u oblastima od uticaja. Zdravo, Savezni kabinetu Australije. (Aplauz)
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.
Samo da odredimo nešto na samom početku: nesvesna pristrasnost nije isto što i svesna diskriminacija. Ne kažem da u svima vama postoji prikriveni seksista ili rasista ili starosni diskriminator koji vreba čekajući da izađe. Ne kažem to. Svi mi imamo svoje predrasude . One su filteri kroz koje posmatramo svet oko nas. Ne optužujem nikoga, predrasude nisu optužbe. Umesto toga, to je nešto što mora da bude identifikovano, priznato i umanjeno. Predrasude mogu biti vezane za rasu, za pol. Mogu se odnositi na stalež, obrazovanje, invaliditet. Činjenica je da svi imamo predrasude naspram onoga što je različito, što se razlikuje 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.
Stvar je u tome da, ako želimo da živimo u svetu u kome okolnosti vašeg rođenja ne diktiraju vašu budućnost i u kome svuda postoje jednake šanse, onda svako od nas ima ulogu da se postara da nesvesne 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 jedan poznati eksperiment u domenu nesvesnih predrasuda i to u rodnom domenu 1970-ih i '80-ih. Orkestre su u to vreme sačinjavali uglavnom momci, svega pet posto su to bile žene. I navodno, to je bilo zato što su muškarci svirali drugačije, navodno bolje, navodno. Ali 1952. godine, Bostonski simfonijski orkestar je započeo eksperiment. Započeli su sa audicijama na slepo. Umesto audicija licem u lice, morali biste da svirate iza paravana. Što je smešno, promene nisu odmah primećene dok nisu zatražili od kandidata da izuju cipele pre ulaska u sobu jer je lupkanje potpetica na podu od punog drveta bilo dovoljno da oda dame. Sad vidite ovo, rezultati audicije su pokazali da postoji 50 posto veća šansa da će žena proći kroz preliminarnu fazu. I to je skoro utrostručilo njihove šanse za ulazak. Šta nam to govori? Pa, nažalost po momke, muškarci zapravo nisu svirali drugačije, ali postojala je percepcija da jesu. I predrasude su bile te koje su određivale rezultat.
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.
Dakle, ono što ovde treba da uradimo jeste da prepoznamo i priznamo da predrasude postoje. I vidite, svi to radimo. Daću vam primer. Otac i sin se nalaze u užasnoj saobraćajnoj nesreći. Otac umire pri udaru a sina, koji je ozbiljno povređen, brzo odvode u bolnicu. Hirurg pogleda sina kada je stigao i kaže: "Ne mogu da operišem." Zašto? "Dečak je moj sin." Kako to? Dame i gospodo, hirurg je njegova majka. Sada podignite ruku - i u redu je - ali podignite ruku ako ste najpre pretpostavili da je hirurg muškarac? Postoje dokazi da nesvesne predrasude postoje, ali moramo da priznamo da postoje i zatim da sagledamo načine na koje možemo da ih prevaziđemo tako da možemo da pronađemo rešenja.
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.
Jedna od zanimljivosti u domenu nesvesnih predrasuda je tema kvote. A to je nešto što se često pominje. A kritika je ideja o zasluzi. Vidite, ja ne želim da me odaberu jer sam žensko, želim da me odaberu zato što vredim, zato što sam najbolja osoba za taj posao. To osećanje je prilično učestalo među ženskim inženjerima sa kojima radim i koje poznajem. I da, kapiram, bila sam u toj koži. Ali ako je ideja o zasluzi istina, zašto bi dva ista CV-a, u eksperimentu obavljenom 2012. godine na Jejlu, identične biografije poslate za posao laboratorijskog tehničara, zašto bi Dženifer smatrali manje sposobnom, zašto bi imala manje šanse da joj ponude posao, i bila manje plaćena nego Džon. Nesvesne predrasude postoje, ali samo moramo da vidimo kako da ih prevaziđemo.
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.
I znate, zanimljivo je da postoje istraživanja koja govore o tome zašto je to tako i zašto se naziva paradoks zasluge. A u organizacijama - što je pomalo ironično - u organizacijama koje govore o zasluzi kao o primarnoj vodilji kada se radi o tome koga zapošljavaju, bili su skloniji da zaposle muškarce i plate im više jer izgleda da je vrednost muška osobina. Ali, hej.
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 pročitali, znate već čega tu ima. Možete li da me zamislite kako vodim ovako nešto? Možete li da me zamislite da ušetam sa stavom: "Hej momci, ovako se to radi." Pa, drago mi je da možete. (Aplauz) Jer dame i gospodo, to je moj svakodnevni posao. Ono što je kul u vezi sa njim jeste to da je prilično zabavan. Zapravo, na mestima kao što je Malezija, muslimanke na bušotinama nisu ni vredne komentarisanja. Toliko ih je puno. 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.
Sećam se da sam govorila jednom od momaka: "Hej brate, čuj, stvarno hoću da naučim da surfujem." A on će na to: "Jasmin, ne znam kako bi mogla da surfuješ sa svom tom opremom na sebi, a ne znam nijednu plažu samo za žene." A onda je jedan tip došao na sjajnu ideju, rekao je: "Znam, ti vodiš onu organizaciju Mladi bez granica, zar ne? Zašto ne započneš liniju odeće za muslimanske devojke na plaži? Možeš da je nazoveš Mladi bez surferskih šortseva." (Smeh) Rekla sam: "Hvala, momci." I sećam se još jednog tipa koji mi je rekao da bi trebalo da pojedem sav jogurt koji mogu jer je to jedina kultura koju ću da nađem u okolini.
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.
Ali problem je u tome što je to istina jer postoji izraženi manjak raznolikosti u svetu rada, naročito na mestima od uticaja. 2010. godine, Australijski nacionalni univerzitet je obavio eksperiment u kome su poslali 4 000 identičnih prijava za poslove za početnike, u suštini. Da biste dobili isti broj intervjua kao i neko sa anglosaksonskim imenom, ako ste Kinez, morali biste da pošaljete još 68 prijava. Ako ste sa Bliskog istoka - Abdel-Mađid - morate da pošaljete još 64 posto, a ako ste Italijan, imate sreće, treba da pošaljete samo 12 posto više. Na mestima kao što je Silikonska dolina nije mnogo bolje. Iz Gugla su objavili neke rezultate o raznolikosti i 61 posto je belaca, 30 posto Azijata, gomila crnaca, Latinoamerikanaca, i tako to. Ostatak sveta tehnologije nije mnogo bolji i oni to priznaju, ali nisam baš sigurna šta preduzimaju u vezi sa tim.
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 da ne kaplje na gore. U istraživanju koje je obavio Grin Park, koji u Engleskoj obezbeđuju više direktore, kažu da više od polovine FTSE 100 kompanija nema lidera koji nije belac na nivou odbora, izvršnog ili neizvršnog. A dva od svaka tri nemaju izvršno lice koje pripada nacionalnoj manjini. I većina manjina koje je na takvom nivou su neizvršni direktori odbora. Dakle, njihov uticaj nije toliko veliki.
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 gomilu užasnih stvari. Mislite: "O Bože, koliko je loše? Šta mogu da uradim povodom toga?" Pa, srećom, ustanovili smo da postoji problem. Postoji nedostatak prilike, a to je zbog nesvesnih predrasuda. Ali možda sedite razmišljajući: "Ja nisam braon. Kakve to ima veze sa mnom?" Dozvolite mi da vam ponudim rešenje. Kao što sam rekla ranije, živimo u svetu u kome tragamo za idealom. I ako želimo da stvorimo svet u kome su okolnosti vašeg rođenja nebitne, svi moramo da budemo deo rešenja. Zanimljivo je da je autorka eksperimenta sa biografijama za laboratoriju ponudila neku vrstu rešenja. Rekla je da je ono što spaja sve uspešne žene, ono što imaju zajedničko, podatak da su imale dobre mentore.
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.
Dakle, mentorstvo, svi smo već to čuli, to je uvreženo u narodu. Evo još jednog izazova za vas. Pozivam svakog od vas da budete mentori nekome ko je drugačiji. Razmislite o tome. Svako želi da podučava nekoga ko mu je poznat, nekog ko izgleda kao i mi, sa kim imamo zajednička iskustva. Kad vidim muslimansku devojku sa pomalo izraženim stavom, odmah sam u fazonu: "Šta ima? Hajde da se družimo." Uđete u prostoriju u kojoj je neko sa kime ste išli u istu školu, bavite se istim sportom, postoji velika verovatnoća da ćete hteti da pomogne toj osobi. Ali za osobu u prostoriji koja nema zajednička iskustva sa vama postaje izuzetno teško da nađe 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 pronalaženja nekoga drugačijeg za mentora, nekoga ko nema isto poreklo kao i vi, kakvo god to poreklo bilo, znači otvaranje vrata ljudima koji ne mogu da stignu 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.
Jer, dame i gospodo, svet nije pravedan. Ljudi se ne rađaju sa jednakim mogućnostima. Ja sam rođena u jednom od najsiromašnijih gradova na svetu, Kartumu. Rodila sam se sa braon kožom, rodila sam se kao žensko, i rođena sam muslimanka u svetu koji je prilično nepoverljiv prema nama iz razloga koje ne mogu da kontrolišem. Međutim, takođe priznajem činjenicu da sam rođena sa privilegijama. Imam neverovatne roditelje, pruženo mi je obrazovanje i imala sam sreće da migriram u Australiju. Ali isto tako, blagoslovena sam neverovatnim mentorima koji su mi otvorili vrata za koja nisam ni znala da postoje. Mentor koji mi je rekao: "Hej, tvoja priča je zanimljiva. Napišimo nešto o tome, tako da mogu to podelim sa ljudima." Mentor koji je rekao: "Znam da ti predstavljaš sve ono što ne pristaje australijskoj bušotini, ali hajde u svakom slučaju." I eto mene, govorim pred 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 raznih ljudi u mojim zajednicama koje sam videla kako im pomažu mentori. Mladi musliman u Sidneju koji je na kraju, uz pomoć svog mentora, započeo takmičenje u poeziji u Benkstaunu i sada je to postalo velika stvar. I on može da promeni živote mnogih drugih mladih ljudi. Ili jedna dama ovde u Brizbejnu, Avganistanka koja je izbeglica, koja jedva da je govorila engleski kada je došla u Australiju, njeni mentori su je pomogli da postane lekar i osvojila je našu nagradu Mladi Kvinslenđanin godine za 2008. Ona je inspiracija. Ovo baš i nije lako.
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 takođe sam i žena u opremi za bušotinu, a takođe sam i žena koja je na početku bila u abaju. Da li biste izabrali da mi budete mentor da ste me videli u jednoj od onih drugih verzija mene? Jer ja sam ista ta osoba. Moramo preći preko naših nesvesnih predrasuda, naći nekog za podučavanje ko je na suprotnom kraju vašeg spektra jer je za strukturne promene potrebno vreme, a ja nemam toliko strpljenja. Dakle, ako hoćemo da stvaramo promene, ako ćemo da stvorimo svet u kome svi imamo takve mogućnosti, onda odaberite da otvorite vrata ljudima. Jer možda mislite da različitost nema nikakve veze sa vama, ali smo svi mi deo ovog sistema i svi možemo biti deo tog rešenja.
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.
A ako ne znate gde da pronađete nekog drugačijeg, idite na mesta na koje inače ne biste išli. Ako se prijavite za privatno podučavanje srednjoškolaca, idite u lokalnu državnu školu ili možda samo svratite u lokalni centar za podučavanje izbeglica. Ili možda radite u kancelariji. Izvucite tog novog diplomca koji izgleda potpuno izgubljeno - jer to sam bila ja - i otvorite mu vrata, ne na tokenistički način, jer nismo žrtve, već im pokažite mogućnosti jer otvaranje vašeg sveta učiniće da shvatite da imate pristup vratima za koja oni nisu ni znali da postoje a ni vi niste znali da ga nemaju.
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, postoji problem nedostatka mogućnosti u našoj zajednici, naročito zbog nesvesnih predrasuda. Ali svako od vas ima potencijal da to promeni. Znam da ste danas dobili puno izazova, ali ako možete, ponesite ovo sa sobom i razmislite o tome na drugačiji način, jer različitost je magija. Pozivam vas da prevaziđete svoju početnu percepciju jer se kladim da je verovatno pogrešna.
Thank you.
Hvala vam.
(Applause)
(Aplauz)