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SaraSanford_2018X-_运用设计巧思来消除工作场合中的性别偏见_
A few years ago, 几年前,
I had a corporate feminist dream job. 我做的是企業女权主义者 梦寐以求的工作。
corporate:adj.公司的;组成公司(或团体)的;法人的;社团的; feminist:n.男女平等主义者;adj.主张男女平等的;
Launching a company's national initiative to recruit more female employees. 为一间公司推出全国计画, 招募更多女性员工。
Launching:n.发射;开办;起飞;v.开始从事,发起,发动;(launch的现在分词) initiative:n.倡议;主动性;积极性;主动权;adj.起始的; recruit:n.新兵; v.吸收(新成员); (通过招募)组成; female:adj.女性的;雌性的;柔弱的,柔和的;n.女人;[动]雌性动物;
In the finance sector . 为财务部门招募。
finance:n.财政,财政学;金融;v.负担经费,供给…经费; sector:n.部门;扇形,扇区;象限仪;函数尺;vt.把…分成扇形;
But first, I had to get the signed-off support of all department heads. 但,首先我得要得到 各部门主管签署的支持。
So I spent months perfecting the proposal , presented it and won the support of almost everyone. 所以我花了数个月的时间 把提案修到完美, 做简报, 赢得几乎每个人的支持。
proposal:n.提议,建议;求婚;
But in this team, there were two men we'll call Howard and Tom. 但,在这个团队中有两位男性, 就称他们为霍华和汤姆。
Howard just would not get back to me. 霍华就是不回覆我。
I emailed him about the proposal, I left him voice mails, 为这份提案,我发电子邮件给他, 也在语音信箱留言,
I'd roll my chair back and forth during meetings, trying to make eye contact with Howard. 开会时我来回滑动着椅子, 试图要和霍华对到眼。（笑声）
back and forth:前后移动的,来回的,反复的; contact:n.接触,联系;v.使接触,联系;
(Laughter)
He'd just take out his phone and start scrolling . 他就只是拿出手机滑着它。
scrolling:v.滚屏;滚动;(scroll的现在分词)
And then I started to question myself. 接着,我开始质疑我自己。
Had I been diplomatic enough in that email? 我的那封信写得够圆融吗？
diplomatic:adj.外交的;从事外交的;有手腕的;灵活变通的;
Too demanding in that voice mail? 留言的内容是否太苛求了？
Does Howard hate this proposal or am I just overreacting ? 霍华讨厌这个提案吗？ 还是只是我反应过度？
overreacting:v.反应过激,反应过火(overreact的现在分词)
It's probably just me, I thought. 我想,可能只是我的问题吧。
And then one day, 接着,有一天,
I'm walking down the hall and here comes Howard. 我走过大厅时碰到了霍华。
He's holding a packet of papers, sees me and lights up. 他拿着一迭纸, 看到我时满脸笑容。
He says, "Sara, Tom just emailed this to me, you should take a look. 他说:「莎菈,汤姆刚 寄给我这个,你应该看看。
It's a proposal for us to recruit more women." 这是让我们招募更多女性的提案。」
(Laughter) （笑声）
'"I think Tom has a really great idea here, and we should all get behind it." 「我觉得汤姆的这个点子真的很好, 我们应该全力支持它。」
get behind:支持;落后;识破;
Howard proceeds to hand my own proposal back to me. 接着,霍华把我自己的提案交给我。
proceeds:v.继续做;行进;前往;(proceed的第三人称单数)
And explains to me the many merits of what I wrote. 他还向我解释我写的许多优点。
merits:n.优点(merit的复数);功绩;是非曲直;
(Laughter) （笑声）
Howard was never against recruiting more women. 霍华从来没有反对招募更多女性。
recruiting:v.吸收(新成员);征募(新兵);动员;(recruit的现在分词)
But he needed to hear from a man why it was important to hire more women. 但必需要由男性来告诉他 为什么雇用更多女性很重要。
And as this scene played out , 这场景上演时,
played out:adj.失去影响(或作用);
I said nothing. 我什么都没说。
Because I knew somehow that I was a guest in a place that wasn't meant for me. 因为我知道,
somehow:adv.以某种方法;莫名其妙地;
And so instead of questioning my environment, 所以,我没有去质疑我的环境,
I questioned myself. 反而是质疑我自己。
I wanted to know how so many talented women who worked long hours and started their careers with confidence all became trained in this kind of self-doubt that makes them say, "It's probably just me." 我想知道, 为何这么多有才华的女性 长时间投入工作, 带着自信开始职涯, 却都养成了这种 自我怀疑,导致她们会说: 「可能只是我的问题。」
careers:n.职业(career的复数);事业;职业生涯;v.全速前进(career的三单形式); confidence:n.信心;信任;秘密;adj.(美)诈骗的;骗得信任的; self-doubt:n.自我怀疑;缺少自信;
How was that still possible? 怎么可能仍然是这样？
Aren't things getting better? 一切不是应该好转吗？
Opportunities for women have increased over the last 50 years. 在过去五十年间, 女性的机会已经增加了。
But over the last decade, progress has stalled . 但在过去十年间,进展却停滞下来。
stalled:失速的;
Experts have previously identified 2059 as the year the wage gap would close. 专家先前预测到 2059 年时, 两性的薪资差距会消失。
previously:adv.先前;以前; identified:v.确认;认出;找到;发现;说明身份;(identify的过去式和过去分词) wage:v.发动;n.(通常指按周领的)工资; gap:n.差距;间隙;缺口;间隔;v.使豁裂;豁开;
But in September of this year, these same experts announced that according to the most current data, we'll have to adjust our expectations to the year 2119. 但今年九月, 同样这些专家宣布, 根据最近期的资料, 我们得把预期薪资平等的年代 往后延长到 2119 年。
according to:根据,据说; adjust:v.调整;调节;适应;习惯; expectations:n.预料;预期;期待;希望;指望;(expectation的复数)
(Audience murmurs) （观众低语）
One hundred one years from now. 从现在起算的一百零一年之后。
Looking beyond the wage gap, women are still underrepresented in leadership, receive less access to senior leaders and are leaving the fastest-growing sectors , such as tech, at 45 percent higher rates than men, citing culture as the primary reason. 至于薪资差距之外, 女性领导人的比例仍然偏低, 成为资深领导人的机会较少, 且离开快速成长部门 （比如科技部门）的比率, 比男性还要高 45%, 背后主要的原因是文化。
underrepresented:adj.代表名额不足的;未被充分代表的; 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; sectors:n.部门; v.把…划成扇形; citing:v.提及(原因);列举;引用;传唤;(cite的现在分词)
So what have we been doing to address gender inequality? 所以,我们做了什么 来处理性别不平等？
gender:n.性别;
Why isn't it working? 为什么没有效果？
Many businesses think they're addressing the problem, because they provide training. 许多企業认它们有在处理这个问题, 因为它们有提供训练。
Eight billion dollars worth of training a year, according to studies from the " Harvard Business Review." 根据《哈佛商業评论》的研究, 企業每年提供价值 八十亿美金的训练。
Harvard:n.哈佛大学;哈佛大学学生;
These same studies also conclude that these trainings don't work and often backfire . 而这些研究的结论是, 这些训练没有用, 且还常有反效果。
conclude:v.断定:得出结论:终止:达成:缔结(协定) trainings:n.培训(training的复数); backfire:v.适得其反; n.回火; (摩托车的)放气声;
Research tracking the hiring and promotion practices of 830 companies over the course of 30 years found that white men who are asked to go to diversity trainings tend to rebel by hiring and promoting fewer women and fewer minorities . 研究追踪了八百三十间公司 三十年间在雇用和升迁上的做法, 结果发现,被要求参加 多样性训练的白人男性 反而倾向走回头路, 更少雇用和提拔女性及少数族群。
tracking:n.追踪,跟踪;v.跟踪;(track的现在分词) diversity:n.差异(性):多样性:多样化: rebel:n.反政府的人;叛乱者;造反者;反抗权威者;v.造反;反抗;背叛;adj.造反的; promoting:v.促进;推动;促销;提升;晋升;(promote的现在分词) minorities:n.少数(minority的复数形式);少数民族;少数族裔;
The other solution has been to ask women to change their own behavior. 另一个解决方案则是要求女性改变她们自己的行为。
solution:n.解决方案;溶液;溶解;解答;
To lean in. 要去抓住机会。
lean:v.前俯(或后仰):倾斜:adj.肉少的:难以赚钱的:贫乏的:n.瘦肉:
To sit at the table. 要去参加饭局。
Negotiate as often as men. 和男性一样经常协商。
Negotiate:v.谈判,商议;转让;越过;
Oh, and get more training. 喔,还要多参加训练。
Women currently earn the majority of college degrees, outperform their peers in key leadership skills and are running businesses that outperform the competition . 目前,取得大学 学位的女性多于男性, 她们在关键领导技能上 表现也超越同侪, 她们所经营的企業 在竞争中也出类拔萃。
currently:adv.当前;一般地; majority:n.大部分:大多数:多数票:成年人: outperform:vt.胜过;做得比…好; peers:n.平辈,同事(peer的复数);v.凝视;比得上(peer的三单形式); competition:n.竞争;比赛,竞赛;
It doesn't look like education or skills or business acumen are the problem. 看起来,教育、技能, 或生意上的精明果断都不是问题。
acumen:n.聪明,敏锐;
We're already empowered . 我们已经有能力了。
empowered:v.授权;给(某人)…的权力;(empower的过去分词和过去式)
Enough to make an impact on the businesses that are ready. 能力足以为准备好的企業带来影响。
impact:n.影响;效果;碰撞;冲击力;v.挤入,压紧;撞击;对…产生影响;
These approaches fail to address the key systemic problem: 这些方法都没有能够 处理关键的体制问题:
approaches:v.靠近,接近; n.方式,方法,态度; systemic:adj.系统的;全身的;体系的;
Unconscious bias . 无意识的偏见。
Unconscious:adj.无意识的;失去知觉的;未发觉的; 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;
(Applause) （掌声）
We all have bias, it's OK. 我们都有偏见,那没关系。
It's lodged in our amygdala , it keeps ticking away when we go to work. 杏仁核中本来就有偏见, 当我们去工作时,它会不断流逝。
lodged:v.lodge的过去分词; amygdala:n.[解剖]杏仁核;扁桃腺;苦巴旦杏;
Bias affects how much I like you, what I believe you're capable of and even how much space I think you take up. 偏见会影响我喜欢你的程度、 我相信你能力的多寡, 甚至我认为你占据了多少空间。
capable:adj.能干的,能胜任的;有才华的;
Thanks in part to the Me Too movement, awareness of gender bias has spread. 有部分要感谢「Me Too」运动, 对性别偏见的意识已被散播出去。
awareness:n.意识,认识;明白,知道;
But the harassment stories that made headlines are just one piece. 但上了头条的骚扰报导 只是一小部分。
harassment:n.骚扰;烦恼;
You don't have to harass a woman to limit her career. 要限制女性的职涯,不见得要骚扰她。
The messages women send me aren't about being harassed . 女性发给我的讯息 并不是关于骚扰的讯息。
harassed:adj.疲惫焦虑的;v.侵扰;骚扰;不断攻击(敌人);(harass的过去分词和过去式)
They're being tolerated in the workplace . 在工作场所中,她们是被容忍的一群。
tolerated:v.容许;忍受;包容;有耐受性;(tolerate的过去式和过去分词) workplace:n.工作场所;车间;
But they're not being valued. 但她们不会被重视。
I don't know anyone who has ever said, "You know what I love about my employer ? 我没有听过任何人说: 「你知道我为什么这么爱我的雇主吗？
employer:n.雇主,老板;
They just tolerate me so well, 因为他们对我好容忍喔,
I feel so tolerated." 我觉得好被宽容。」
(Laughter) （笑声）
To break the inertia , we need to take a step beyond Me Too. 要打破习惯, 我们必须要超越 Me Too。
inertia:n.[力]惯性;惰性,迟钝;不活动;
Beyond just being tolerated as women. 要超越只因是女性而被容忍。
Our organization decided to tackle the problem in two ways. 我们的组织决定要用 两种方式来处理这个问题。
organization:n.组织;机构;体制;团体; tackle:v.处理; n.用具;
First, if we're all biased , our workplaces need to be actively antibiased by design, not by trying to change mindsets one training at a time. 第一,如果我们都有偏见, 我们在设计工作场所时 就要积极地做到反偏见, 而不是试图想透过一次的训练 就来改变心态。
biased:adj.有偏见的;结果偏倚的,有偏的; workplaces:n.[管理]工作场所(workplace的复数); mindsets:n.心态;倾向;习惯;精神状态;
So our team began by identifying over 100 cultural levers that can be adjusted to counter the impact of bias. 我们的团队首先先找出 超过一百项文化特性, 调整这些特性就可以对付偏见的影响。
identifying:n.识别,标识;标识关系;v.识别;(identify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; levers:n.杠杆;手段(lever的复数);v.用杠杆撬动(lever的第三人称单数); adjusted:adj.调整过的,调节了的;v.调整;校正(adjust的过去分词);
We found that small tweaks can lead to big changes. 我们发现,只需微调 就能造成大大的改变。
tweaks:拧;扭;微调;苦恼(第三人称单数);
And they cost a lot less than eight billion dollars. 且成本远低于八十亿美金 。
So what do these small tweaks look like? 所以,这些微整是什么呢？
If a woman is asked to state her gender before filling out a job application , or performing a skills-related test, she performs worse than if she were not asked first. 如果女性在填写工作申请书之前 就被要求写出她的性别, 或在进行技能相关测验之前, 那么她的表现就会比 没被事先问及性别时差。
application:n.应用;申请;应用程序;敷用; performing:adj.表演的;演奏的;v.做;执行;演出;运转(perform的现在分词) performs:v.执行;表演;演出;履行(perform的第三人称单数)
So how can businesses avoid activating this self-stereotyping bias? 所以,企業要如何避免触发 这种自我刻板化的偏见？
activating:v.使活动(activate的ing形式);
Move the gender check box to the end of the application. 把申请表上的性别选项移到最后。
Example two. 第二个例子。
In a national survey that we conducted , men were 50 percent more likely to state they had received multiple , frequent evaluations over the course of the last year. 在我们进行的一项全国调查中, 有比女性多出 50% 的男性, 表示他们在去年中 曾经频繁地接受过多次评估。
survey:n.调查;测量;审视;纵览;vt.调查;勘测;俯瞰;vi.测量土地; conducted:v.组织;安排;实施;执行;指挥;带领;引导;(conduct的过去分词和过去式) multiple:adj.数量多的;多种多样的;n.倍数; frequent:adj.频繁的;经常发生的;v.常到(某处); evaluations:n.[审计]评估(evaluation的复数);
As opposed to one single yearly review. 而不是只做一次年度檢讨。
opposed:adj.强烈反对; v.反对(计划、政策等); (oppose的过去分词和过去式) yearly:adj.每年的;adv.每年;一年一次;n.年刊;年鉴;
Here's why this matters. 让我说明为什么这很重要。
'" Fortune " magazine reviewed performance evals across industries. 《财星》杂志探讨了 不同产業的绩效评估。
Fortune:n.财富;命运;运气;v.给予财富,偶然发生 reviewed:v.复习;评估;评论;检讨;(review的过去分词形式) performance:n.性能;表现;业绩;表演;
And found that criticism like this related to personality , 结果发现这类批评
criticism:n.批评;批判;评论;指责; personality:n.性格;个性;人格;魅力;气质;名人;特色;
["Watch your tone !"] but not job-related skills, appeared in 71 of the 94 yearly reviews received by women. 和个性相关但和工作技能无关, 在九十四份女性的年度檢讨报告中 有七十一份都可以看到。
tone:n.语气:风格:特色:声音信号:v.使更结实:与…协调: reviews:n.综述; v.回顾;
Of the 83 reviews received by men, personality criticism showed up twice. 而在八十三份男性的檢讨报告中, 只有两份有关于个性的批评。
But in businesses that conduct much shorter, highly frequent reviews, say, five-minute weekly evaluations focused on specific projects, the personality criticism vanishes . 但在经常做短期檢讨的企業中, 比如每周做五分钟的檢讨, 檢讨焦点放在特定的专案计画, 相关于个性的批评就不见了。
highly:adv.高度地;非常;非常赞许地; specific:adj.特殊的,特定的;明确的;详细的;[药]具有特效的;n.特性;细节;特效药; vanishes:v.[数]消失(vanish的三单形式);
And the perceived performance gap between men and women is nearly nonexistent . 且感受到的男女绩效落差 也几乎不存在。
perceived:v.注意到;意识到;将…视为;认为;(perceive的过去式和过去分词) nonexistent:adj.不存在的;
While yearly reviews rely on overall impressions , which are like petri dishes for bias, short, objectively focused evaluations eliminate this feelings-based gray area. 年度檢讨的基础是整体的印象, 这种印象就像是偏见的培养皿, 而短期、焦点客观的评估 则能消除这种以感觉 为基础的灰色地带。
rely:vi.依靠;信赖; overall:v.全部; n.外套; adj.全面的; impressions:n.印象;观感;(impression的复数) objectively:adv.客观地; eliminate:v.消除;排除;
Now, some businesses are consciously taking these steps to counter the impact of bias, while others just do a good job of advertising . 有些企業会有意识地采取这些步骤 来对抗偏见的影响, 其他企業只是用它来作广告宣传而已。
consciously:adv.自觉地;有意识地; advertising:n.做广告;广告业;广告活动;v.做广告;(advertise的现在分词)
We wanted to find out who is actually getting it right. 我们想要知道谁有真正做对。
So we put a poll on Facebook, we asked women in workshops how they were choosing employers where they would be valued. 于是我们在脸书上做了一项民调, 我们询问研讨会的女性, 她们如何选择会重视她们的雇主。
poll:n.投票; v.获得(票数); adj.当事人一方作成的; workshops:n.工作坊,[工业]车间;研习会,讲习班(workshop的复数形式); employers:n.雇主;雇用者;(employer的复数)
The most common response that we heard? 我们最常听到的答案是什么？
response:n.响应;反应;回答;
'"I Google it." 「我用 Google 搜寻。」
Google:谷歌;谷歌搜索引擎;
So we googled it. 于是我们就用 Google 搜寻了。
googled:vt.在谷歌上搜索;(google的过去式和过去分词)
(Laughter) （笑声）
Specifically , we googled "best employers for women in tech." 明确来说,我们搜寻
Specifically:adv.特别地;明确地;
Our results showed three completely different lists. 搜寻结果显示了 三份完全不同的名单。
One business shows up as the top employer on one list, doesn't show up at all on another, some lists offer no criteria and some are purchased ads. 有间在一份最佳雇主 名单上名列前茅的企業, 在另一份名单中却榜上无名, 有些名单没有提供评选标准, 有些则是用广告买来的。
criteria:n.标准,条件(criterion的复数); purchased:v.买;购买;采购;(purchase的过去式和过去分词)
They're paid for. 付钱买来的排名。
Employees and employers both want clear benchmarks that go beyond good intentions . 员工和雇主都想要有清楚的基准, 不只是好意图而已。
benchmarks:n.[计]基准; v.测定基准点(benchmark的三单形式); intentions:n.目的,意向,意图;打算;(intention的复数)
The LEED certification gave businesses this clarity around environmental stewardship by outlining the exact steps they need to take for certification. 领先能源与环境设计（LEED） 认证就提供了企業 这种关于环境管理的透明度, LEED 会描述要采取哪些 明确的步骤才能得到认证。
certification:n.证明,保证;检定; clarity:n.清楚,明晰;透明; stewardship:n.管理工作;管事人的职位及职责; outlining:v.概述;略述;勾勒…的外形;(outline的现在分词)
We wanted businesses to have this kind of playbook for gender equity . 我们希望也能给予企業 类似的性别平等指南手册。
playbook:n.剧本; equity:n.公平,公正;衡平法;普通股;抵押资产的净值;
So for our second act, we took what we had learned from testing these cultural levers, we partnered with the University of Washington and created the first standardized certification for gender equity in US businesses. 所以,我们的第二个动作, 就是把测试这些文化特性 所得到的资讯拿来运用, 我们和华盛顿大学合作, 建立了美国企業性别平等的 第一个标准化认证。
standardized:adj.标准的; v.使合乎标准;
(Applause) （掌声）
Thank you. 谢谢。
(Applause) （掌声）
To create this standard, we had to learn what matters and what doesn't. 要建立这项标准, 我们就必须要了解 什么重要、什么不重要。
We found out that what matters is not the total percentage of female employees. 我们发现,重要的并不是 所有员工中女性的比例。
percentage:n.百分比;百分率;利润的分成;提成;
Or the number of board members that are female. 或者董事会中女性的比例。
Those are what we call vanity metrics . 那些是我们所谓的虚榮度量指标。
vanity:n.虚荣心;空虚;浮华;无价值的东西; metrics:n.度量;作诗法;韵律学;
They can be bought, while the culture inside can still be out of balance. 花钱就能买到, 但企業内部的文化仍然是不平衡的。
The factors that matter and that should be measured are under the surface. 重要且应该要测量的因子 是在表面下的因子。
factors:n.因素(factor的复数); v.做代理商; measured:adj.缓慢谨慎的; v.测量; (measure的过去分词和过去式)
For example, even in organizations where equal percentages of women and men state that they have had access to a mentor, men's mentors are more likely to be in senior positions. 比如, 就算在一个组织中, 有同比例的男性与女性 都说他们能够取得导师的协助, 男性员工的导师 多倾向为高级位阶的人。
organizations:n.组织,构造,有机体(organization的复数);组织机构; percentages:n.[数]百分率,百分比;命中率(percentage的复数); mentors:n.导师,教练(mentor复数);
Reviewing our survey results, men were twice as likely to state they had been offered an opportunity to shadow someone in a senior role. 根据我们的调查结果, 多出女性两倍的男性会表述 自己曾有机会去跟随着 高级位阶的人学习。
Reviewing:v.复查;重新考虑;反思;评论;(review的现在分词)
We're all used to hearing about the wage gap. 我们都很常听到薪资差距。
Hidden opportunity gaps like these are just as influential . 像这种隐藏的机会差距 也同样有影响力。
gaps:n.差异,缺口;缝隙(gap的复数形式);v.裂开;使豁裂(gap的第三人称单数形式); influential:adj.有影响的;有势力的;n.有影响力的人物;
So when assessing a company's culture, we measure these gaps between men's and women's experiences. 所以,在评估公司的文化时, 我们会去测量这类 男女体验之间的差距。
assessing:v.评估,评定(性质、质量);估算,估定;(assess的现在分词)
And the smaller the gap, the more equity is center of the culture. 差距越小, 该文化的核心就越平等。
We also searched our findings for the tenets of workplace culture that are most important to men and most important to women. 我们也在研究结果中 寻找工作场所文化的理念, 看看什么对男性最重要、 什么对女性最重要。
findings:n.调查发现;判决;裁决;(finding的复数) tenets:n.原理,原则(tenet的复数);信条;
We learned that only three factors consistently matter to men, while a dozen matter to women. 我们发现,对男性而言, 只有三个因子始终是很重要的, 但对女性而言却有十多个因子。
consistently:adv.一贯地;一致地;坚实地;
And they only share one in common. 两性都重视的因子只有一个。
Topping the list for women: 女性最重视的因子是:
Paid family leave, health care for dependents and feeling that their ideas are heard and they're properly credited for them. 给薪的家务假、 家属的健保, 以及感受到她们的想法有被听见, 且因此受到应有的重视。
health care:n.卫生保健; dependents:n.家属(dependent的复数);从属单元格;关联;
These are a few of the 188 indicators that determine whether or not an organization meets our quantitative standard for workplace equality. 这只是其中几个指标, 总共有一百八十八个指标 用来决定组织是否符合 我们针对工作场合平等 所设的量化标准。
indicators:n.指示信号;标志;指针;方向灯;(indicator的复数) determine:v.决定;确定;测定;查明;形成;影响;裁决;安排; whether or not:是否…; quantitative:adj.定量的;量的,数量的;
Based on the data that matter. 依据重要相关的资讯所做成。
These are the factors to create a culture of equity that lasts. 这些才是能创造出
Not just for a month or for a quarter but for years. 不是仅仅一个月或一季, 而是数年之久。
So where does this leave us? 所以,我们该怎么做？
Women in the workforce today are constantly told, "You can be anything you want now. 女性在现今的工作场合经常会听到: 「你现在就可以成为 任何你想要的样子。
workforce:n.劳动大军;全体员工; constantly:adv.不断地;时常地;
It's up to you." 由你决定。」
Women of color, for whom the wage gap is even larger, have heard it. 薪资差距更大的非白人女性, 听过这句话。
The two-thirds of minimum-wage workers who are women have heard it. 三分之二领最低薪资的 女性工作者也听过这句话。
two-thirds:n.三分之二;三分之二的;三分之二地;
Workers who don't identify as male or female and hide their identity at work have heard it. 没有表明性别且在工作时 隐藏身分的工作者也听过这句话。
identity:n.身份;同一性,一致;特性;恒等式;
If they can hear, "You can be anything you want now, it's up to you," 若他们能听到「你现在就可以成为 任何你想要的样子,由你决定」,
I believe it's time for our businesses to hear it, too. 那么我相信也该是企業 听到这句话的时候了。
Eliminating workplace bias is a tall order . 消除工作场所的偏见 是件很困难的任务。
Eliminating:v.排除;清除;消除;淘汰;(eliminate的现在分词) a tall order:苛求;艰巨的任务;过高要求;
But we can't afford to let half our people go on being ignored . 但我们不能让一半的人 继续被忽视, 我们承担不起。
afford:v.给予,提供;买得起; ignored:v.忽视;对…不予理会;佯装未见;不予理睬;(ignore的过去分词和过去式)
We've given businesses a framework for real change. 我们已经提供企業一个 能真正做出改变的体系架构。
Businesses can be anything they want now. 现在企業可以成为 任何它们想要的样子。
It is up to them. 由它们决定。
Thank you. 谢谢。
(Applause) （掌声）