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RosalindGBrewer_2020S-_如何在工作中_及公司里_促进多元化和包容性_-
Whitney Pennington Rodgers: Hi, Roz Brewer. 惠特尼 · 彭宁顿 · 罗杰斯: 嗨,罗兹·布鲁尔。
Thanks so much for being with us today. 罗莎琳德·布鲁尔: 感谢你们邀请我。
Rosalind Brewer: Thank you for having me. 惠特妮: 我们可以直接进入话题。
WPR: We can just dive right in. 惠特妮: 我们可以直接进入话题。
We're right now in the last quarter of 2020, and I think that a lot of people would agree that we're in the midst of what's probably one of the largest reckonings around racial equity that we've had in this country in decades. 我们现在进入了 2020 年的 最后一个季度, 我认为许多人都会同意, 我们正身处于 一个围绕种族平等 而展开的考量之中, 它也许是这个国家几十年来 最大的考量之一。
dive:n.潜水;跳水;俯冲;猛冲;v.猛冲;(头朝下)跳入水中;[体]跳水(运动); midst:n.当中,中间;prep.在…中间(等于amidst); reckonings:n.计算;清算;算帐;v.计算;认为;指望(reckon的ing形式); racial:adj.种族的;人种的; equity:n.公平,公正;衡平法;普通股;抵押资产的净值;
And it's something that you've been such a vocal advocate for, both through your role at Starbucks and throughout your career of diversity and inclusion in the workplace . 而这正是你一直在大力倡导的—— 不仅体现在 你在星巴克的职务, 也体现在你 多元并蓄的职业生涯。
And so I'm curious just to hear from you to start off the conversation, what this moment means for DEI efforts, not just in corporate America but in business in general . 所以在对话开始之前, 我想先听听你的想法, 当下这个时刻对于实现 “多元、平等、包容”的行动意味着什么, 不仅仅针对美国的公司, 也包括整个商业界。
vocal:adj.嗓音的;发声的;大声表达的;直言不讳的;n.(乐曲中的)歌唱部分; advocate:v.拥护;支持;提倡;n.支持者;提倡者;辩护律师;出庭辩护人; Starbucks:n.星巴克(咖啡店名); throughout:adv.自始至终,到处;全部;prep.贯穿,遍及; career:n.职业;事业;生涯;经历; diversity:n.差异(性):多样性:多样化: inclusion:n.包含;内含物; workplace:n.工作场所;车间; curious:adj.好奇的,有求知欲的;古怪的;爱挑剔的; corporate:adj.公司的;组成公司(或团体)的;法人的;社团的; in general:总之,通常;一般而言;
RB: You are right that this has made many of us that are in the corporate setting and beyond to rethink the position on diversity and inclusion in the workplace. 罗莎琳德:不错。 这让我们当中很多在企业 以及其它环境中工作的人 开始重新思考多元化与包容性 在工作场所中所处的位置。
You know, let me start the conversation about where are we actually in diversity and inclusion in the corporate setting, and I will tell you that this is actually putting a spotlight on the weaknesses and maybe the lack of forethought and intensity that we should always have maintained on this subject all along. 首先,我想来谈谈 在企业环境的多元化和包容性上, 我们的现状如何。 我想说,这就等于 是聚焦在一些薄弱环节上, 或许是缺少 我们本应始终持有的, 对这一问题的前瞻性和严肃关注。
rethink:v.重新考虑;再想;n.重新考虑;反思;新想法; spotlight:n.聚光灯;反光灯;公众注意的中心;v.聚光照明;使公众注意; forethought:n.深谋远虑;先见;考虑将来;adj.预先计划好的; intensity:n.强度;强烈;[电子]亮度;紧张; maintained:v.维持;维修;保养;固执己见;(maintain的过去式和过去分词)
One of the things that I think it's been highlighting for most of us is that our biggest opportunity is inclusion. 对我们大多数人而言, 需要意识到的一个关键就是, 包容性是我们最大的机遇。
Because, you know, I have heard the stories so many times about how there's no Black talent out there, no Latinx talent for these particular roles. 因为我己经多次听到人们说, 我们如何缺乏黑人人才, 如何缺乏满足某些 特定职位需求的拉丁裔人才。
The talent is out there. 人才是有的,
highlighting:n.增强亮度;突出性,醒目性;v.使…显著;以强光照射(highlight的ing形式);
I will tell you that it's underdeveloped , because I think we have spent more time trying to reach numbers than we have changing our environment where people feel safe, 但是没有得到充分的发展, 因为,我认为我们把更多的时间 花在了如何达到某个指标, 而不是改变我们的环境, 以使人们感到安全,
where they feel they can come to work and be their whole self, give it everything they've got, be their natural self and be respected for it and applauded for it, 感到他们可以来这里工作, 同时充分保持自我; 贡献他们的全部力量, 保持自己的本性。 同时能够受到尊重,获得掌声;
underdeveloped:adj.不发达的; applauded:v.鼓掌;称赞;赞许;赞赏(applaud的过去分词和过去式)
and for people to recognize and appreciate their differences and understand that they're differences, and if they're included in the conversations, that they're just a better resource for the companies. 人们能够认可 并欣赏他们的差异, 理解他们的不同之处; 如果让他们融入到对话中来, 他们将成为公司更优秀的资源。
So I think there's so much opportunity in the inclusion space, because we focus too much on meeting metrics . 所以我认为,在包容性的空间里 存在着非常多的机会, 因为我们太专注于达成指标了。
WPR: And, you know, I think earlier this year when the protests began right after the death of George Floyd, we saw lots of organizations put out these statements of solidarity , these commitments to do more to be inclusive both in their workspace and for their customers and people who support their work. 惠特妮: 今年早些时候 就在乔治·弗洛伊德死后不久, 当抗议开始的时候, 我们看到许多组织 发表了声明以示声援, 承诺要在包容性上做出更多努力, 不仅在他们的工作场所, 也针对他们的顾客和协助人员。
recognize:v.认识;认出;辨别出;承认;意识到; appreciate:v.欣赏;感激;感谢;理解; resource:n.资源;资料;才智;财力;v.向…提供资金(或设备); metrics:n.度量;作诗法;韵律学; protests:v.抗议;反对(protest的三单形式);n.抗议(protest的复数); organizations:n.组织,构造,有机体(organization的复数);组织机构; statements:n.说明; v.(英国)对儿童进行特殊教育评估认定; (statement的第三人称单数和复数) solidarity:n.团结,团结一致; commitments:n.承诺,保证;委托;承担义务;献身;(commitment的复数) inclusive:adj.包括的,包含的; workspace:n.工作空间;
But then you also hear -- 但是,你也会听到——
I've heard a lot of business leaders say things like, "You know, we want to do something but don't really know where to start." 我听到了很多商业领袖说,比如: “我们想要做些什么, 但是不知道该从何开始。”
And so I'm curious to hear from you just sort of what do you think are ways that you actually can make a real difference when it comes to thinking about diversity and inclusion and avoid sort of this performative justice ? 所以,我想听一下你的想法: 当考虑到多元化和包容性的时候, 哪些方法能让你真正有所作为, 并避免这种仅在实施层面上 做出的公正评判？
RB: Yes. 罗莎琳德:好的。
So there's a few things that I think about in this space. 关于这个话题, 我会考虑几件事。
First of all , when you think about an inclusive environment, you think about: Am I being heard? 首先,当你考虑一个 包容性的环境时, 你会考虑:我的声音有没有被听到？
performative:adj.表述行为的;n.述行成分,述行语; justice:n.公平;公正;司法制度;审判; First of all:adv.首先;
And most people with differences, they want to know that you are heard and that you are seen. 每个人都是不同的, 他们想知道你会 被听到,被注意到。
And I really applaud the companies who have been spending time just putting themselves on a learning journey , you know, holding listening sessions , trying to make sure that we've got different viewpoints when big decisions are made. 我真心要为那些公司鼓掌, 他们花了很多时间 来学习, 举办意见听取会, 试图确保在做出重大决定时, 我们已经拥有了不同的视角。
You know, there are some companies who are engaging their partner networks in ways that they've never done before. 有一些公司正在 以前所未有的方式 与他们的合作网络保持接触。
I think those are some early success factors that could lead us to different kinds of conversations. 我认为这是 一些初步的成功因素, 它们可以将我们带到 不同类型的对话中。
journey:n.旅行;行程;vi.旅行; sessions:n.会议;会期(session的复数); viewpoints:观点; engaging:adj.有趣的; v.吸引住(注意力、兴趣); (engage的现在分词) factors:n.因素(factor的复数); v.做代理商;
And I've been listening to a lot of my peers in different industries, and they're having their own personal aha moments, and they're actually checking themselves at the front door, saying, "I never thought," "I never knew," 我一直在倾听不同产业中 许多同辈们的声音, 他们有自己的顿悟时刻, 他们其实是在自我反省: “我从来没想过”, “我从来不知道”,
'"I didn't know what I was doing when I said X, or when I did this." Right? “当我说某些话,或者这样做的时候, 我并不知道我在做什么。”
And so I think it starts with some very simple things. 所以,我认为应该从 一些简单的事情入手。
I'd say that there are a lot of steps to take before training and development, that's for sure. 我说过,要在采取许多步骤之后, 才能开始培训提高, 这是肯定的。
peers:n.平辈,同事(peer的复数);v.凝视;比得上(peer的三单形式); personal:adj.个人的;身体的;亲自的;n.人事消息栏;人称代名词;
So those that are jumping quickly into training and development, 所以,对那些迅速跳到 培训提高这一步的人,
I'd say put a pause on it and just get back to grassroots and hold listening sessions and then decide, what do you want to do? 我要说,停下脚步,回到基层, 先召开意见听取会,然后再决定 你想做什么。
And then help those people of diverse backgrounds engage in those conversations about how they want to see change happen. 然后去帮助那些 具有不同背景的人 参与到对话中,讨论 他们希望看到怎样的改变。
They're the best resource for a lot of this and a lot of these discussions. 对于许多此类讨论来说, 他们是最佳资源。
grassroots:adj.基层的;草根的;乡村的;n.草根;基础; diverse:adj.不同的;多种多样的;变化多的; engage:v.吸引,占用;使参加;雇佣;使订婚;预定;
I mean, I learned so much. 我从中学到了很多东西。
I have breakfast sessions with the baristas and partners at Starbucks regularly . 我会经常在星巴克 与服务生和合作伙伴 进行早餐会。
I just had one yesterday, and when my screen popped up, 我昨天刚刚开过一次。 当我的屏幕弹出一个窗口——
I had nine diverse randomly selected partners. 我有九个随机挑选的, 背景多元的搭档。
We call our employees "partners." 我们把雇员称为“搭档”。
And it was such a rich conversation, and they began to network while I'm talking to them, right, they were learning from each other. 那是一次非常丰富多彩的对话。 在我与他们谈话时, 他们开始建立联系, 相互学习。[04:57]
baristas:n.咖啡师;咖啡吧员; regularly:adv.经常地;有规律地;定期的 randomly:adv.随便地,任意地;无目的,胡乱地;未加计划地;
And this wasn't a diversity conversation. 这并不是一个 关于多元化的对话。
We were actually kicking off our new financial year at Starbucks, and so this was actually a business conversation and a touch-base to see how you're doing while we're working remotely . 我们其实正在开启 星巴克的新财年, 所以,这其实是一次商业谈话, 也是为了保持联络, 看一看当我们远程工作时, 你的近况如何。
And, you know, it starts there with building relationships and learning people for who they are and engaging them and saying, "I see you, I hear you." 它的起点是建立联系, 了解他们是谁,与他们 保持接触,并对他们说: “我注意到了你, 听到了你的声音。”
financial year:n.财政年度;会计年度; remotely:adv.遥远地;偏僻地;(程度)极微地,极轻地;
That goes such a long way that I think if we do more of that, 这会非常有帮助,我甚至认为, 如果我们继续朝着这个方向推进,
I even think the engagement and performance just goes through the roof. 参与和业绩 将会快速提升。
WPR: And so what I hear you saying, then, is that it's less about this short-term "how can I respond to this moment right now?" 惠特妮: 那么你的意思是, 它关系到的并不主要是短期的, “我该如何应对当前这一时刻？”
and it's more about long-term engagement with people and making this part of the fabric of how you do your work. 而更多的是关于长期的 与他人的密切联系, 以及使其成为 工作架构中的一部分。
engagement:n.婚约;约会;交战;诺言;n.参与度; performance:n.性能;表现;业绩;表演; short-term:adj.短期的; respond:vi.回答;作出反应;承担责任;n.应答;唱和; long-term:adj.长期的;从长远来看; fabric:n.织物;布料;(社会,机构等的)结构;
And so I'm curious also to hear a little bit about, just, I guess if there is a timeline , when people think about how quickly they should be responding to protests and to what's happening in this cultural moment. 所以,我还想听一听 这里是否有 一个明确的时间线呢？ 比如,当人们考虑应该 以多快的速度对抗议活动, 对发生在这个 文化危机时刻的事情做出响应。
What should we actually be looking at as far as when we see this change actually materialize and take effect ? 当我们见到这些变化 被落实并产生效果时, 我们应该期待些什么呢？
RB: Yes. So I think there are some short-term things. 罗莎琳德:我认为 这里有些事是短期的。
timeline:n.时间轴,时间线;大事年表; responding:v.响应;作出反应;反应灵敏;(respond的现在分词) cultural:adj.与文化有关的;文化的;与艺术、文学、音乐等有关的; as far as:至于…; materialize:vt.使具体化,使有形;使突然出现;使重物质而轻精神;vi.实现,成形;突然出现; take effect:生效;起作用;
There are some really key partnerships in the communities around our localities that are really important to also engage in some of the listening and learning sessions as well. 在我们所在地的社区中 有一些非常关键的合作伙伴, 如果他们也参与到某些 意见听取及学习座谈会中, 那也将是非常重要的。
I learn tons from organizations like the Legal Defense Fund , from the NAACP, and engaging those partnerships that we've had over the years, but changing the discussion of the conversation about how do we partner together. 我从法律辩护基金会这样的 组织那里学到了很多东西。 还有全国有色人种协进会, 我们与这些年来的 合作伙伴保持着密切联系, 但是在商谈讨论如何合作而时, 我们做了一些改变。
partnerships:n.伙伴关系;合伙;(partnership的复数) communities:n.社区;社会;团体;共有(community的复数) localities:n.所在;聚居地(locality的复数); Legal:adj.法律的;合法的;法定的; Fund:n.基金;资金;存款;v.投资;资助;
Because one of the things that I fear for being a retailer like Starbucks and many other companies is that I want my partners to feel not only safe, comfortable, heard and seen in the company, 因为,让我担忧的一件事—— 作为一个零售商, 比如星巴克及许多其它公司—— 那就是,我希望我的搭档 不仅在公司里能感到安全舒适, 他们的声音被人听到,受人注目,
I want them to have that same experience in the community . 我还希望他们在社区里 也有同样的经历。
And so that's when it comes full circle. 这就又转回到了原地。
I really want diverse BIPOC employees to feel like, you know, "I make a difference ." 我真心希望非裔美国人、原住民、 有色人种这些多元化的雇员们 能够觉得:“我可以改善现状。”
retailer:n.零售商;传播的人; community:n.社区;[生态]群落;共同体;团体; make a difference:有影响,有关系;
First of all, I vote every year. 首先,我每年都会投票。
I'm engaged in my community. 我参与到了我的社区活动之中。
And then I'm engaged in work. 我参与到了我的工作之中。
So I have value. 我是有价值的。
And so I think there are some key partnerships that should happen right now so that we can make sure that our employees feel like they have a full way to engage in this change that's underfoot right now. 所以,我认为有一些 关键性的伙伴关系 应该立即建立, 这样,我们就可以确保 我们的雇员们感到 他们可以充分参与到 正在发生的变化之中。
engaged in:从事于;忙于; underfoot:adv.在脚下;践踏地;在脚下面;
WPR: And then I wonder, conversely , what sort of pitfalls have you seen business leaders fall into that are actually just not effective and are not supportive of efforts to be more inclusive and to diversify ? 惠特妮: 反过来,我想知道, 在你看来,商业领袖们 犯了哪些错误, 他们的决策既无效, 也不支持 为增强包容性和多元化 而做的努力？
What are some of the things that haven't worked? 有哪些事情被证明 是无效的呢？
RB: Yeah, you know, I worry about the race for numbers, to meet numbers, because what you will find, I've found many times in my career, is that some of our best leaders have good intentions , but they don't understand. 罗莎琳德:我担心的是,为了达到 一个目标而在数字上进行的竞争, 因为,如同我在职业生涯中 多次发现的那样,你会看到 一些最出色的领导者们 有着好的意向, 但是对一些事情并不了解。
conversely:adv.相反地; pitfalls:n.危险;困难;(尤指)陷阱,隐患;(pitfall的复数) effective:adj.有效的,起作用的;实际的,实在的;给人深刻印象; supportive:adj.支持的;支援的;赞助的; diversify:vt.使多样化,使变化;增加产品种类以扩大; intentions:n.目的,意向,意图;打算;(intention的复数)
They don't understand the partner sitting next to them that looks different from them. 他们不了解那个坐在他们旁边, 看上去与他们不同的搭档。
And so I worry about when we race to numbers, because, you know what? 所以,当我们在数字上 竞争时,我会为此担心。 因为,你知道吗？
The kind of country we live in, the world we live in, we all know how to make numbers work. 在我们生活的国家里, 在我们生活的世界上, 我们都知道 如何让数字起作用。
What we don't know how to do is to build strong relationships that are lasting, that are valued. 我们不知道的是, 如何建立持久的, 有价值的牢固关系。
And I think that's where we need to start, is relationship-building and key partnerships. 我认为这是我们需要 开始着手的地方: 关系建设,以及 关键性的合作伙伴。
So I worry about the numbers base. 所以, 我担心的是底数。
WPR: And so, of course, I think we all remember a few years back, 惠特妮:当然, 我想我们都记得几年前,
Starbucks had a very public issue . 星巴克遇到了一次公众事件,
You were embroiled in that incident in Philadelphia around racial discrimination that led to Starbucks taking a step back and thinking about inclusion and implicit bias and racial sensitivity . 你们卷入了费城的 一起种族歧视案件。 它让星巴克退后了一步, 开始思考关于包容性、 隐性偏见和种族敏感性的问题。
issue:n.重要议题;争论的问题;v.宣布;公布;发出;发行; embroiled:adj.陷入的; v.使卷入(纠纷); (embroil的过去分词和过去式) Philadelphia:n.费城(美国宾夕法尼亚州东南部港市); discrimination:n.歧视;区别,辨别;识别力; implicit:adj.含蓄的;暗示的;盲从的; bias:adv.使有偏见;n.偏见;偏心;偏爱;v.使有偏见;使偏向;adj.斜的;[电]偏动的; sensitivity:n.敏感;敏感性;过敏;
So how did that experience help prepare you for this year, both as an individual business leader and then also as an organization? 那段经历如何 帮助你们为今年做好了准备, 无论是就个体商业领导者, 还是就组织而言？
How did it help you approach what we've been experiencing in this country in the past few months? 它如何帮助你们应对 过去的几个月,我们 在这个国家里所经历的一切？
RB: So, that was a real example of leadership and, actually, where Starbucks had failed in selecting the right leadership for that store. 罗莎琳德:那是一个 关于领导力的真实案例, 其实也是星巴克在为 该门店选择领导层上 失败的地方。
individual:n.个人;有个性的人;adj.单独的;个别的; approach:n.方法;路径;v.接近;建议;着手处理;
And to give you an example, the person that was running that store was a very young, up-and-coming leader for the company, and to put her in a store in 18th and Spruce in Philadelphia was an opportunity for all of us. 举个例子, 运营那个门店的人 是一个非常年轻,在公司里 很有前途的领导者。 把她派到位于费城 第 18 街和云杉路的门店, 对于我们所有人 都曾是一个机会。
So in retrospect , one of the reasons why we did the antibias training was to make sure that we began those conversations. 所以,回想起来,我们进行 反偏见培训的原因之一 就是要确保这些对话得以展开。
And when I talk about not just training -- that training was very unique because it was self-engaged. 当我谈到不仅仅是培训时—— 这个培训非常特别, 因为它的核心是自我参与,
up-and-coming:adj.积极进取的,很有前途的;日见重要的; Spruce:vi.打扮整齐;使显干净;adj.整洁的;vt.打扮整齐;n.云杉; retrospect:n.回顾,追溯;vi.回顾,追溯;回想;vt.回顾;追忆; unique:adj.独特的,稀罕的;[数]唯一的;n.独一无二的人或物;
They weren't being taught by an instructor . 而不是由老师传授。
They had to have conversations with their peer baristas around diversity and inclusion amongst themselves. 他们必须与咖啡厅的同行们 就多元化和包容性, 在他们当中展开对话。
So it wasn't moderated by any leader in the company. 所以,它并不受 公司领导人员的审核。
instructor:n.指导书;教员;指导者; amongst:prep.在…之中;在…当中(等于among); moderated:adj.慢化的,适中的; v.缓和,节制(moderate的过去分词); n.指该讨论区设有信件区管理人;
It was self-instructive. 更多的是自我教育。
And the conversations that were created once we had that kind of relationship-building -- you know, we had some of our baristas asking us, "Can I take this home and talk to my father, who never let me take the Black girl to the prom ?" 一旦我们有了那样的关系建设, 就会创造出那样的对话。 我们有一些 咖啡店的店员会问: “我可以把这套机制带回家, 与我的父亲谈谈吗？ 他从来不让我 带黑人姑娘去舞会。”
You know, we started what we felt like a movement and a discussion that we have been able to really use from that point on in terms of the way we want to escalate the conversations and make change happen at Starbucks, and not only at Starbucks but in our communities, 我们感觉我们所开启的 像是一场运动或讨论, 我们可以真正地用它来 升级对话 以及在星巴克进行革新。 不仅仅是在星巴克, 也在我们的社区里,
prom:n.毕业舞会 escalate:vi.逐步增强;逐步升高;vt.使逐步上升;
because there were quite a few organizations that we reached out to that we're still engaged with today that are helping us build community leadership as well. 因为有不少我们接触到的, 至今仍保持着密切联系的组织, 帮助我们建立了社区领导层。
WPR: And is that the goal? 惠特妮: 这是你们的目的吗？
I mean, you mentioning an employee who wanted to take their learnings home. 我是指,你提到了一位想把 学到的东西带回家的雇员。
Is the goal in thinking about how you approach these issues as an organization for your employees and your partners to see how they can move this beyond just their work life? 作为一个组织,在考虑该如何 你们的目标是要看到他们 如何将此延申到工作之外吗？
quite a few:不少,相当多; issues:n.重要议题;争论的问题;v.宣布;公布;发出;(issue的第三人称单数和复数)
RB: Sure. You know, a lot of this starts at home. 罗莎琳德:当然。 许多这类对话都是在家里展开的,
It starts with what happens at your dinner table . Right? 比如晚餐时间。
And so we can correct what happens and we're responsible for what happens when you come to work at Starbucks, but we also realize that we can only get them ever so far, 所以,如果你来星巴克上班的话, 我们可以对发生的事情进行纠正, 并对其负起责任。 但是,我们也认识到 我们最多也只能做到这一步。
dinner table:n.餐桌;同一桌进餐; responsible:adj.负责的,可靠的;有责任的;
but if you're at the table having some conversations that are counter to what you're learning in the workplace, you can't help but slow down your growth and your change. 但是,如果你在饭桌上的谈话 与你在工作场所 学到的东西相悖的话, 你就不得不放慢 你的成长与变化。
And so a lot of the work that we do around diversity and inclusion is open-sourced . 所以,我们围绕多元化和 包容性开展的许多工作 都是开源的。
So when we created the materials for the work when we had the closing of our stores on May 28th, we had given that to so many other companies for them to use, and even we're doing some work right now around Courageous Conversations. 所以,当我们为这项工作 准备了培训材料, 在 5 月 28 号关店的时候, 我们把材料交给了 许多其它公司使用。 我们现在正在围绕 “无畏交谈”开展工作。
open-sourced:开源的; Courageous:adj.有胆量的,勇敢的;
And in this remote world, we're allowing our partners to bring their families onto the camera or listen in the room as we have courageous conversations on diversity. 在这个远程世界里, 我们允许我们的搭档把 他们的家人带到摄像头前, 或者,在房间里旁听 我们就多元化而 进行的“无畏交谈”。
So if Starbucks has a keynote speaker on a certain diversity topic, we invite the family in. 如果星巴克在某个多元话题上 有一个主要发言人的话, 我们会邀请家属参加。
And it's been really, it's been great. 这是一段非常棒的经历。
A lot of our senior executives have said, "This is starting new conversations with my teens at home," 许多高级管理人员说过, “这让我在家里与我那 青春期的孩子开始了新的对话。”
who are either getting bullied ... 不然他们就会被欺负......
keynote:n.基调;主旨;主音;vt.给…定基调;说明基本政策;vi.作主旨发言; senior:adj.大;级别(或地位)高的;成人的;高级水平的;n.上级;上司;较…年长的人; executives:n.经理,主管领导,管理人员;领导层;行政部门(executive的复数) teens:n.十多岁,十几岁;青少年; bullied:v.恐吓;伤害;胁迫;(bully的过去分词和过去式)
These are changing the conversations about why we question some of the actions that we had around our house. 这些正在改变着我们的对话; 它关系到我们为什么 要对某些家庭活动进行质疑。
And so we need to understand that to embrace this issue, it is not as small as numbers, it's not as small as just the workplace. 所以,我们需要了解, 如果要直面这个问题, 不能狭隘地只盯着数字, 也不能仅限于工作场所。
It is very comprehensive . 它的适用范围是非常宽泛的。
So we're trying to do something different here to change the conversations and then actually grow inclusion in a very, very grassroots way at Starbucks. 所以,我们在这里尝试着 做一些不同的事情, 以改变这些对话, 并使包容性能够 真正地以基层化的方式 在星巴克得以发展。
embrace:n.拥抱,怀抱;v.拥抱;乐意采纳(思想、建议等);信奉;包括; comprehensive:adj.综合的;广泛的;有理解力的;n.综合学校;专业综合测验;
WPR: And, of course, I would imagine as a Black woman and a business leader that these issues hit really close to home for you. 惠特妮:我可以想象, 作为一位黑人女性和商业领导者, 这些问题真切地 触碰到了你的痛点。
And I'm curious just with your interactions with colleagues and counterparts at other organizations that perhaps there isn't that same level of investment because it isn't something that's as important personally . 我很好奇地想了解,你与同事, 与其它组织里的同僚之间的互动。 也许,在其它组织里, 并没有同水平的投入, 因为, 就个人而言, 它没有同样的重要性。
close to home:触及痛处; interactions:n.[计]交互,相互作用;相互交流;干扰;(interaction复数) colleagues:n.同事;同行(colleague的复数); counterparts:n.(契约)副本(counterpart的复数);相对物;相对应的人; investment:n.投资;投入;封锁; personally:adv.个人;亲自;本人;就本人而言;
And I'm curious how you are able to begin those conversations with colleagues and counterparts who are in positions to bring about this sort of change in their own organizations or within Starbucks. 而且,我也很想知道你是如何 与同事和同僚们 开始这些对话的。 毕竟他们有能力 将这种变化引入到 自己的组织 或者星巴克的。
How do you get them invested , and how do you, frankly, get them to care about this? 你是怎么使他们 投入这项工作中的？ 或者直白一点,你是如何 让他们认真对待这件事的？
RB: Yeah, that's a very good question. 罗莎琳德: 这是一个非常好的问题。
So, I have two children. 我有两个孩子。
I have a daughter who is 17 and a son who is 25. 女儿 17 岁,儿子 25 岁。
And quite honestly, when that situation happened in our Starbucks stores back in 2018, my son was the same exact age as Donte and Rashon and looks a lot like them, by the way , and would have been sitting in the Starbucks dressed the same way they were. 坦率地说, 当 2018 年 我们的一个门店发生这件事时, 我儿子正好与堂特和瑞尚 （星巴克种族歧视事件当事人）同龄, 而且这两个孩子 看起来也很像他们。 他也可能会坐在星巴克里, 穿戴得和他们一样。[13:38]
invested:v.投资;投入;(invest的过去分词和过去式) by the way:顺便说一下;
So that incident alone was deeply personal to me, actually made me grab my chest, right? 所以,那次事件本身 对我来说非常私人化, 让我感到非常揪心和后怕。
Because I knew at any given moment my husband or my son could get pulled over, and I'd get that call in the middle of the night. 因为我知道在任何时刻, 我的丈夫,或者我的儿子 也可能会被质询, 而我可能在半夜接到那个电话。
So it's deeply personal for me, and what I try to do is I share stories, and I talk very openly about my family and what we do on the weekends and our holiday traditions and all of those things. 所以,它对我来说非常私人化。 我试图做的是分享这些故事。 我非常公开地谈到我的家庭, 以及我们在周末做的事情, 还有我们的假日传统 和所有这些事情。
grab:v.攫取;霸占;将…深深吸引;n.攫取;霸占;夺取之物;
And I have no issue with someone leaning over to me, maybe one of my white counterparts, saying, "I don't understand that. What are they talking about?" 我不介意有人凑近我, 也许是我的一位白人同僚, 对我说:“我对那个完全不理解。 他们在说些什么？“
when they hear something that's a little bit different than their culture. 此时他们听到了一些与 他们的文化稍许不同的事物。
And I'm wide open to explain and have those conversations, because I feel like I really want to be a conduit for that. 我会坦诚地加以解释并展开对话, 因为我觉得我真的 很想成为它的一条渠道。
leaning:n.倾向;偏向;爱好;v.前俯(或后仰);倾斜;倚靠;(lean的现在分词) different than:不同于; conduit:n.[电]导管;沟渠;导水管;
I always tell everyone, no question's too small or too big. 我常常对每个人讲, 没有什么问题是过小或者过大。
Even with everything that's going on right now in our environment around social unrest , 尽管当前 我们的环境中发生了社会动荡
I've gotten tons of calls from my white peers at different companies saying, "Roz, what do you think? What are you hearing? 我仍然接到了很多来自 其它公司的白人同辈的电话, “罗兹,你是怎么想的？ 你听到了什么？
Help me out here." 给我解释一下。”
I'll drop everything, because if I can help, and I'll tell the story, and I think most people know if they've known me over the years. 我会放下一切事情, 因为,如果我能帮上忙的话, 我会讲述这个故事。 而且大部分 了解我的人都会知道,
unrest:n.不安;动荡的局面;不安的状态;
I'm pretty frank and outspoken . 我非常坦率,直言不讳。
And I'll also tell them when they've really messed up and what they need to do about it. 当有人把事情搞砸了的时候, 我也会直接告诉他们, 并且指导他们 接下来要怎么处理。
And so I think I want more Black leaders to feel just as confident in doing that. 我希望更多的黑人领导者 在做这些事情时, 能够感到同样自信。
frank:adj.坦白的,直率的;老实的;n.免费邮寄特权;v.免费邮寄; outspoken:adj.坦率的,直言不讳的; messed:v.使不整洁;弄脏;弄乱;随地便溺(mess的过去分词和过去式) confident:adj.自信的;确信的;
I see no risk in it. 我不认为这里有任何风险。
I do realize that it begins a new relationship with some people, and some people can't take the tough conversations, but it's time for tough conversations. 我确实意识到它开启了 我与一些人的新的联系。 有些人无法承受艰难的对话, 但是,现在的确到了 进行艰难对话的时候。
WPR: And, I mean, to that point, 惠特妮: 针对这一点,
I imagine there are probably also people who, because these conversations are tough and uncomfortable, think maybe it's easier or better to just avoid having to do that and to have those conversations and discussions to stir the pot in some ways. 我想象可能有人, 因为这些对话 既艰难又令人不快, 而认为更简单或更好的 做法是避免这么做, 避免让这些对话和讨论 加剧紧张局面。
And so what do you say to the people who think "Let's just try to lay low," 那么,你会对这样的人 说些什么呢？ 他们认为: “让咱们试着低调一些。”
and I've heard some of this, too, in this moment, "Let the moment pass so that we can get back to business as usual "? 我也听到过这样的一些说法, “就让这件事过去吧, 好让我们尽快回到常态。”
stir:v.搅拌;搅动;激发;搅和;n.搅拌;搅动;震动;搅和; what do you say:你说…怎么样？; business as usual:na.照常营业;
RB: Yeah. Well, I'd first start off by saying how disgusted I am by that statement, because leaders lead in the moment, and you never know when you're going to be called upon. 罗莎琳德: 首先我要说, 我对这种说法很反感, 因为,领导者要在此刻进行领导, 而且,你永远不会知道 你何时会被召唤到。
And if this isn't a calling, 如果这个不算是召唤的话,
I don't know what is. 我不知道什么算是。
And so when I get that call and say, "You know, I just think I should take the back seat and just kind of let this brew here and that calm down," 所以当我受到召唤时却说 “你了解,我就是认为 我应该退居次位, 让它在这儿酝酿一下, 再冷却下去。”
disgusted:adj.厌恶的;反感的;v.使作呕;使厌恶;使反感;(disgust的过去式和过去分词) you never know:(非正式)很难说,不可预知; brew:v.酿造;酝酿;被冲泡;即将发生;n.啤酒;质地;
you know, we need to all -- it's an all-in moment. 你知道,我们需要全力以赴—— 这是一个破釜沉舟的时刻。
And leadership is not designated by your title. 领导力并不是 由你的头衔来派定的。
It's designated about how great you can create followership . 它关系到在创造 追随者时,你有多棒。
And having thought leadership, people underestimate the opportunity to pick up the phone and call someone, and say, "How are you? 想到领导力, 人们低估了这样的一个机会, 即拿起电话机,给某人打 个电话,问问:“你还好吗？
all-in:adj.包括一切的;n.全进;全押; designated:adj.派定的;v.命名;指定;标明;指明;(designate的过去式和过去分词) followership:n.追随者; underestimate:v.低估;看轻;n.低估;
How is this affecting you? How can I help?" 这件事对你有什么影响吗？ 我该怎样帮你呢？”
That's pretty simple. 这很简单。
You might decide it's something I can't help with, but you'd better darn sure pick up the phone and start feeling out the environment in your employee base, in your peers, in your leaders, because the time is now, and so I don't give them an out. 你也许很确定, 在这件事上帮不了什么忙。 但你最好还是拿起电话, 开始摸清楚 你的雇员、同辈和 领导所处的环境, 因为现在正是时候, 所以我不会让他们推辞。
I actually try and push them over the edge, because sometimes they are just kind of stuck, like, "What do I do?" 我其实尝试过试探 他们的能力极限, 因为有时他们会陷入困境, 比如,“我该怎么办？
And then the other thing that I personally have to do is to make sure that they understand that because I am at this level where I am, 另一件我个人要做的事是 确保他们理解 因为我处在我所在的位置,
darn:v.织补,缝补;n.织补;
I'm not excluded from these issues, right? 我并没有从 这些问题中被排除,对吗？
I know that when my husband jumps in his vehicle , 我知道,当我的丈夫 跳进他的车里时,
I worry every time if he's out in the evening that he may not come back home the same way he left. 我每每都会担心, 如果他晚上出去的话, 可能不会像离开时那样回来。
I feel that way for my son and for my husband. 对我的儿子,我的丈夫, 我会有这种感觉。
excluded:v.排除;拒绝;把…除外;驱除;(excluded是exclude的过去分词) vehicle:n.[车辆]车辆;工具;交通工具;运载工具;传播媒介;媒介物;
I still get, even when I go shopping, 即使当我购物时,
I still get the look, am I stealing, watching me as I walk around the corner. 我仍然会受到那样的注视—— 我是不是在偷窃; 当我走到拐角处时, 有双眼睛一直会盯着我。
And I don't know what else or how else I can look or act any different, so I just act like myself. 我不知道还有什么,或者还能怎样 让我看起来或者表现得有所不同, 所以,我索性就做我自己。
I used to get dressed to go shopping. 我过去常常穿戴整齐了 才去购物。
Now I never do that. 现在,我再也不这样做了。
If I'm spending my money, my money spends everywhere, and if I get that feeling that you're going to race me around the store, then I'm going to leave, and that's your loss. 如果我花钱的话,我的钱 可以花在任何一个地方; 如果我感觉到你 在商店里歧视我的话, 我就离开,那将是你的损失。
But I still get that, and so I worry. 但是,我仍然会遭受歧视, 所以我会担心。
So I also try to help people understand that this is not a socioeconomic , once you've sort of "made it," you're out of the water. 我也会试图帮助人们理解 这并不是一个社会经济问题; 一旦取得成功, 你便脱离了困境。
No. 不。
We're still, as someone with differences, visible differences, you're still at risk. 因为我们依旧有着 明显的不同之处,依旧面临风险。
WPR: And so much of this conversation also is about who's in leadership and who's making these decisions and representation at high levels. 惠特妮: 很多对话还关系到 谁在领导,谁在做出这些决定, 以及谁在高层进行投诉。
socioeconomic:adj.社会经济学的; visible:adj.明显的;看得见的;现有的;可得到的;n.可见物;进出口贸易中的有形项目; representation:n.表现;代表;描述;陈述
And I know that you've been really vocal about your own experiences as a woman color, person of color, as a Black woman, in these executive positions, and often feeling you are the only one in some rooms, and sort of the isolation of that, 我知道你对自身的 经历一向直言不讳。 作为一名有色人种,一名女性 有色人种,一名黑人女性, 你身居行政执行领导的职位, 而且经常感到,在某些情况下, 你是唯一的一位, 因而有点被孤立。
but also the challenges in making choices and getting things done when that's the case. 但是,必要的情况下, 你也在做出选择和完成任务时 提出了挑战。
And so I'm curious also, what are the opportunities that this moment presents for us to perhaps approach this differently, and how can people at different organizations 所以,我也想知道, 这一时刻为我们提供了怎样 以不同方式来处理 这个问题的机会？ 不同组织里的人该如何
who are looking to bring people in to positions of leadership, how can we approach this differently so that we can begin to see more people of color in these roles? 将员工引入领导职位？ 我们该如何以不同的方式 来处理这一问题,
RB: Sure. 罗莎琳德: 当然。
It's been my experience that I see tons of great, diverse talent coming in to companies, and then they're stuck. 我的经历是, 我见到很多非常棒的, 多元化的人才来到公司, 然而,此后却开始陷入了困境。
And what I see is the pipeline is very weak at a certain level, and once it gets to the point of trying to decide on a succession plan for who's next in line for the big jobs, 我所见到的是,晋升渠道 在某个级别上非常有限。 一旦到了需要决定 谁来继任重要工作时,
there's this great talent that's like that mid-level manager area, then there's a big gap , and then there's maybe two at the top. 会有很棒的人才 出现在中层管理领域, 之后是一个巨大的缺口, 然后在顶层也许会 有两个这样的人才。
And it puts a lot of pressure on those two on the top to try and go down and grab those that are just, maybe been with the company for two to five years, and lift them up. 这就给这两个在顶层的人 施加了很大的压力。 他们要试图在下层中找到那些 在公司工作了只有 大概 2 至 4 年的人, 并提携他们。
succession:n.连续;继位;继承权;[生态]演替; gap:n.差距;间隙;缺口;间隔;v.使豁裂;豁开;
So what I think about is: 所以,我考虑的是:
How do we give extraordinary experiences to our youngest diverse talent so that they can get that exposure early on and begin to develop early on just like their white peers? 我们该如何 把不寻常的经历提供给 我们最年轻的, 具有多元背景的人才, 以便让他们尽早地 获得接触的机会, 尽早地开始发展, 就如他们的白人同辈一样？
And I think sometimes we celebrate too much that they are part of the company, but what we need to celebrate is, where is their progression ? 我认为,我们有时过早地颂扬 他们是公司的一部分。 然而,我们需要颂扬的是 他们在何处取得了进步？
Where is their opportunity for growth? 他们发展成长的机会在哪里？
extraordinary:adj.非凡的;特别的;离奇的;临时的;特派的; exposure:n.暴露;显露;揭露;面临; progression:n.前进;连续;
Who's listening to them, and who has their hands on them? 谁在倾听他们的声音？ 以及,谁在协助他们？
And one of the things that we're doing at Starbucks is really having structured mentorship . 在星巴克, 我们正在做的一件事是 师徒关系的结构化。
But the mentorship looks a lot more like being a sponsor . 但是,这种师徒关系看起来 更像是个人资助。
And so, our executive leaders will be responsible for the development of our young, diverse talent and making sure that they're getting that exposure and those opportunities. 行政执行领导们将对 我们年轻的 多元化人才的发展负责, 以确保他们能够获得 接触机会和发展机遇。
structured:adj.有结构的;有组织的;v.组织;构成(structure的过去分词);建造; mentorship:n.导师制,辅导教师;师徒制; sponsor:n.赞助商; v.主办;
And just imagine if you're a new hire in the company, and someone wants to meet with you at a senior level once a month, twice a year, even -- that's game-changing. 想象一下,如果你刚被公司雇用, 某个来自高层的人士 想要与你每月会面一次, 即使是,每年两次, 这也将是决定性的改变。
And so we have to reach our young talent early, and now this pipeline has got to close. 所以我们必须尽早地 接触到我们的年轻人才, 而且,必须闭合这条渠道,
We've got to fill it up and close this gap, because if not, I don't see a pathway for diverse executives, C-suite executives, in the next, I would say, three to five years, 必须将其填满, 合拢沟壑, 因为,如果不这样做的话, 我将无法想象出任何一条 建设多元化的 高级管理层的途径。 我认为,在接下来的 3 至 5 年里,
I don't see a lot of placements happening. 我将不会见到 大量这类职位的出现。
WPR: And are you hopeful in this moment? 惠特妮: 此刻你是否充满希望？
Do you feel like we are making progress towards this? 你是否觉得 我们正在为此取得进步？
RB: It's early days . 罗莎琳德: 现在还为时尚早,[21:29]
pathway:n.路,道;途径,路径; placements:落点得分数;控制落点打球得分; Do you feel like:你想…吗？; early days:初期;为时尚早;前期;
I'm hopeful. 但我对此充满希望。
I feel good about the conversations that are happening. 我对现在所进行的对话感觉很好。
I'm seeing change in people thinking more about themselves when my white counterparts are questioning some of their actions. 我看到那些更多地为自己 着想的人正在改变, 我的白人同僚对他们的 一些行动开始产生质疑,
And so I feel like we can't let this moment leave us, and what we're learning about it. 所以,我觉得我们不能让这个时刻, 以及我们从中学到的 东西离我们而去。
I think what I'm really optimistic about is that now I think more people will understand that the less diverse and less inclusive we are, it's more than a business imperative . 真正让我感到乐观的是, 越来越多的人将会理解 越是缺乏多元化和包容性, 这就越不仅仅是商业需求。
When we combine the pandemic and we see the inequities of a pandemic on a diverse community, and we talk about how that happens, how people are underrepresented in health care , underrepresented in their housing, they can see that this is a groundswell moment. 当我们把它和疫情结合起来时, 我们看到疫情所带来的不平等 出现在了多元化的社区里。 我们谈论到那是如何发生的, 平等是怎样在医疗 和住房上未得到充分体现的。 他们可以看到这是 一个群情激愤的时刻。
optimistic:adj.乐观的;乐观主义的; imperative:adj.重要紧急的; n.重要紧急的事; pandemic:adj.(疾病等)全国流行的;普遍的;n.流行性疾病; inequities:n.不公平待遇(inequity的复数形式); underrepresented:adj.代表名额不足的;未被充分代表的; health care:n.卫生保健; groundswell:n.海啸;地隆;
And the more we realize that and talk about that complexity , then the solutions begin to happen. 只有当我们对它认识得更多, 对它的复杂性谈论得更多, 解决方案才会出现。
And I think that's happening more and more, so I'm optimistic about that, because we're looking at the ills of lack of diversity and inclusion, and maybe looking at much broader solutions for it than what we have in the past. 我认为这出现得越来越频繁, 所以我对此非常乐观, 因为我们正在思索因缺乏 多元化和包容性而产生的弊病, 正在考虑解决方案, 它将比过去的方案更加宽泛。
complexity:n.复杂性;难以理解的局势
WPR: Thank you so much, Roz. This was such a meaningful conversation. 惠特妮:非常感谢,罗兹。 这是一次非常有意义的谈话。
It was great to hear your insights . 很高兴听到你的见解。
RB: Thank you. 罗莎琳德:谢谢。
meaningful:adj.严肃的;重要的;重大的;意味深长的; insights:n.洞察力;眼力;深刻见解(insight的复数);