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?
在街上如果有 看起来和我很像的人经过你身边 你会认为他们是母亲? 难民? 还是压迫下的受害者? 或者你会认为他们是心脏病专家? 法庭律师? 或者当地的政客? 你会上下打量我 猜想我该觉得有多热 或者我的丈夫是否强迫我穿成这样 如果我把围巾戴成这样呢
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.
我可以装扮得完全一样 走过街道 周围人对我的看法和态度 都取决于我怎么佩戴这块头巾 这并不是又一个关于伊斯兰妇女头巾的独白 因为上帝知道 伊斯兰妇女远不是一条头巾就能代表的 无论他们是否选择佩戴 这是一个关于 抛弃个人偏见的问题
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?
如果我走过你的身旁 之后你发现我实际上 是一名赛车工程师 设计了自己的赛车 组织了自己的大学赛车队呢? 因为这是真的 如果我告诉你我其实 做了五年拳击手呢? 因为这也是事实 你会感到惊讶吗? 为什么?
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)
先生们 女士们 总之 你们感到的惊讶 和作出的行为 是无意识里偏见的产物 或者说 隐形偏见的产物 结果这导致了严重有害的后果 那就是 劳动力中多样性的缺乏 尤其是在具有较强影响力的领域 嗨 澳大利亚联邦内阁 (掌声)
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.
我想先讲讲这个 无意识偏见不同于有意识的歧视 我并非指在座各位 都是秘密的性别歧视者或种族歧视者 或年龄歧视者 你们等待着把歧视公之于众 我并非这个意思 我们都有自己的偏见 偏见是我们观察这个世界的过滤器 我不是在指责任何人 偏见并非罪过 反而 我们需要意识到这些偏见 承认偏见 减轻偏见 偏见可以是关于种族 可以是关于性别 也可以是关于阶级 教育程度 和残障 事实上 我们都对与众不同的事物抱有偏见 对那些和社会习俗不同的事物 抱有偏见
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.
问题是 如果我们希望 自己出身的环境 不会决定我们的未来 到处都是平等的机会的话 那么我们每个人都要做出努力 确保无意识偏见 无法决定我们的命运
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.
曾有一个著名的 关于性别领域中无意识偏见的实验 那是在上世纪七八十年代 当时的交响乐团大部分都由男性组成 只有5%的女性成员 显然 这是因为 人们假设男性成员演奏得更好 但在1952年 波士顿交响乐团 开始了一项实验 他们开始了“盲听”选拔 演奏者在幕布后面演奏 而不是进行面对面的试音 非常有趣的是 事情并没有立刻发生变化 直到演奏者被要求 在进入试音房间前脱去鞋子 因为光是鞋跟踩在硬木地板上的嗒嗒声 就足以出卖那些女性演奏者 于是 试音的结果表示 女性演奏员通过试音前几关的机会 提高了50% 她们最后通过的几率提高了3倍 这个故事告诉了我们什么呢 不幸的是 我得告诉男士们 男性并没有演奏得更好 只是大家这样以为罢了 正是这种偏见决定了他们的结果 所以我们现在要做的就是
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.
认识到 并且承认 偏见是存在的 我们都有 让我来举个列子 一个儿子和他的父亲 遭遇了一场可怕的车祸 父亲当场死亡 而身受重伤的儿子 被送去了医院 当他们到达后 外科医生看着儿子说 我不能进行手术 为什么呢? 这个男孩是我儿子 怎么会呢? 女士 先生们 那名外科医生是他的母亲 现在举手 没有关系 但如果你最假设那名医生是男性的观众请举手。 有证据表明 无意识偏见是存在的 只是我们需要承认它的存在 并寻求解决方法
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.
在无意识偏见领域 有一个很有趣的话题 就是选拔问题 这是经常会被提到的问题 被诟病最多的 就是有关优点这一概念 听着 我不想因为我长得漂亮被挑选 我想因为有能力而被挑选 因为我是最适合这份工作的人 这是很多女性工程师都有的想法 至少我共事过的 我认识的都是这样 是啊 我理解 我也这样想过 但如果真是这样的话 为何在耶鲁大学2012年所做的一个实验中 应聘实验室技术人员时 发出的两份完全相同的简历 会使得面试人认为 约翰比詹妮弗能力更高 更有可能得到工作 得到更高的工资呢 无意识偏见的确存在 只是我们需要想办法克服它
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.
而且 有趣的是 有过很多研究 都在讨论这类问题 这被称作优点悖论 对很多机构来说 有点讽刺的是 那些声称雇佣人才时 首先考虑应聘者自身价值的机构 都更倾向于雇佣男性 付给男性更高工资 因为优秀显然是男性的特质 但是 嘿
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.
所以你们以为已经了解我了 你们以为你们知道是怎么回事 但你们能想象我来做这件事吗 你们能想象我走进屋子 然后说 嘿各位 就得这样了 没办法 那好吧 我很欣慰你们能想象出来 (掌声) 因为 女士们 先生们 这就是我每天的工作 其中好的一点就是 这做起来挺愉快的 其实 在马来西亚这类地方 船上的穆斯林女人不足为奇 因为她们比比皆是 但是 有时候挺有趣的
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.
我记得 我对一个男人说 嘿 老兄 我真的很想学冲浪 然后他说 Yassmin 我真的不知道你该怎么冲浪 因为你穿成那样 而且我也不知道有 只允许女人去的海滩 紧接着 这个人想出了一个绝妙的点子 他说 我知道了 你不是在运营那个组织吗 叫 年轻无极限 对吧? 你可以在海滩上 组织一场穆斯林姑娘的时装秀嘛 你可以管它叫 年轻无泳裤 (笑声) 于是我说 谢了 兄弟 我还记得另一个家伙对我说 我可以把能吃到的酸奶都吃了 因为我在那个地方 只能学到这一种文化
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.
不过 问题是 他说的没什么大错 因为我们的劳动人员队伍 十分缺乏多样性 尤其是在有影响力的领域 现在 在2010年时 澳大利亚国立大学进行了一项实验 他们发出了4000份完全相同的申请 主要是申请一些差不多的工作 结果表明 如果想得到和有欧美人名字的申请者 一样多的面试机会 如果你是中国人 你需要多申请68次 如果你是中东人 你需要多申请64次 如果你是意大利人 还是挺幸运的 你只需要多申请12次 在硅谷之类的地方 情况也不太乐观 在谷歌 人员构成大概为 61%白人 30%亚裔人 9%黑人和西班牙裔人 到处都是一样 整个科技行业都差不多 他们已经承认了事实 但我并不知道 他们打算做点什么
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.
情况并没有好转 Green Park公司是英国一家 高级酒店连锁集团 它作出的一项研究显示 富时100指数中超过半数的公司 其董事层都是完全由白人组成的 无论他们有没有执行权 并且在三分之二的公司中 有执行权的董事 都不是来自少数种族 董事级别的少数族人 大多是非执行董事 所以他们的权力不大
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.
我已经给你们讲了很多坏事了 你们一定觉得 天呐 这么惨 我能做点什么 嗯 好事就是 你们已经认识到问题的存在了 由于潜意识偏见 很多人失去了机会 但你们可能正在想 反正我是白人 和我有什么关系呢 我来告诉你吧 正如我刚才讲的 我们活在世上 都在追求理想的世界 如果我们希望 自己出身的环境 不再那么重要 我们都得参与进来 一起解决 有趣的是 那个实验室简历实验的作者 提出了一些解决方案 她说 使成功女性聚在一起的一件事 成功女性共有的一个特点 就是她们都得到了很好的教导
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.
教导 我们差不多都听说过一些 这是方言里的说法 现在我又要给你们提出一个挑战 我希望你们每人 都来教导一个人 想想吧 每个人都想要教导一个熟悉的 和我们相似的 有共同经历的人 如果我看见一个穆斯林姑娘 态度还不错 我可能就会说 怎么样 我们可以一起出去玩 你走进一间屋子 看见屋里有你的校友 或者你们玩同一种运动 很可能你就会帮助那个人 但对于屋子里 和你没有共同经历的人来说 想要找到那种联系 是极其困难的
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.
找一个与你不同的陌生人来教导他 找一个和你背景不同的人 无论是什么背景 这件事意味着对他人敞开大门 虽然他可能离门还有很远
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.
因为女士们 先生们 这个世界是不公平的 人们生来机会便不均等 我生在世界上最穷的城市之一 喀土穆 我是棕色人种 我是女人 我还是穆斯林 这世界对穆斯林有太多偏见 我控制不了 但是 我也同时承认 我生来带有优势 我的父母开明 我受到良好教育 还有幸移民到澳大利亚 但与此同时 我还很幸运的遇见了好的指路人 他们甚至还不了解我 就为我打开了门 一位导师曾对我说 嘿 你的故事很有趣 我们写点什么吧 这样我就能和人们分享了 另一位导师说 我知道你看起来不像澳大利亚的人 但还是来吧 所以我现在才能在这里 和你们说话
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.
我不是唯一一个 在我所处的社会中 有各类人们 他们都被良师拯救了 我亲眼所见 悉尼的一个年轻穆斯林 最后靠着导师的帮助 在班克斯镇创立了一个诗歌会 现在已经做得很大 他能够改变许多年轻人的生活 还有一位布里斯班的女士 是一位阿富汗难民 刚来澳大利亚时还不怎么会说英语 她的导师帮助她成为了一名医生 她还获得了2008年的 年轻昆士兰之星奖 她的经历十分鼓舞人 虽然她经历了很多困难
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.
这个人就是我 但我也是一个穆斯林女人 起初穿着长袍 如果你那时看见那样的我 你会选择成为我的导师吗 因为现在的我和那时的我是同一个人 我们需要超越自己意识不到的偏见 选择一个最不可能的人来教导 因为社会普遍的改变是需要时间的 我没有那么多的耐心 所以如果我们想带来改变 让生活在这个世界中的人们 都能享有各种各样的机会 那么就请向他人敞开大门吧 因为你或许认为 多样性和你无关 但我们都是多样性系统中的一部分 我们也可以一同解决现存的问题
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.
并且 如果你不知道 该去哪找不一样的人 就去你不常去的地方 如果你在私立高中上学 就去当地公立学校 或者去当地难民教育中心看看 如果你在办公室工作 就教教那个看起来格格不入的 新毕业生 因为那就像我 并且为他们敞开大门 不只是做做样子而已 因为这对我们没有害处 向他们展示机会 因为当你打开你的世界 你会意识到 你所拥有的机会 是他们根本想象不到的 而你从前并不知道
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.
女士们 先生们 我们的社会存在着缺乏机会的问题 这尤其是无意识偏见造成的 但你们每个人 都有能力改变它 我知道你们今天已经接受很多挑战了 但希望你能想想这件事 以一种不同的方式思考 因为多样性是奇妙的 此外 我鼓励你们回顾自己 最初的想法 因为我打赌 那些想法可能是错的
Thank you.
谢谢
(Applause)