一个公司真的在乎多样性和包容性吗?下面告诉你如何辨别
Does a company really care about diversity and inclusion? Here’s how to tell
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2019-12-12 20:27
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火星译客

A lot of companies talk about diversity and inclusion. But it's not always easy to decipher whether they're also walking the walk.

很多公司都在谈论多样性和包容性。但要分辨他们是否也落到实处并不总是那么容易。

Ellen Pao has experienced this firsthand: When she was considering a role at the venture capital firm Kleiner Perkins, her future boss's pitch to her included the fact that it “was one of the few VC firms with women, and he wanted to bring even more onboard; diversity was important to him,” she wrote in her memoir, Reset: My Fight for Inclusion and Lasting Change. She took the job. But several years later, she sued the firm for gender discrimination.

鲍康如(Ellen Pao)就亲身经历过这种情况:当她考虑在风险投资公司凯鹏华盈(Kleiner Perkins)任职时,她未来的老板向她推销的内容包括,该公司“是少数几家拥有女性员工的风险投资公司之一,而他想让更多女性加入;多样性对他来说很重要。”她在回忆录《重启:我为包容和持久改变而战》(Reset: My Fight for Inclusion and last Change)中写道。她接受了这份工作。但几年后,她起诉该公司存在性别歧视。

When you're looking for a new job, how can you try to understand whether a particular environment will truly be diverse and inclusive? How can you be sure that a company not only hires people from all different groups, but also values their contributions, makes them feel included in a meaningful way, and considers them the equals of other employees in pay and opportunities? If you're trying to evaluate where a company stands in terms of progress—and to what extent it's devoted to moving forward—how can you do that before accepting an offer?

当你在找一份新工作的时候,你怎样才能试图弄明白一个特定的环境是否真的是多元化和包容的呢?你怎么能确保一个公司不仅雇佣来自不同群体的人,而且还重视他们的贡献,让他们觉得自己是有意义的,并认为他们在薪酬和机会上与其他员工是平等的呢?如果你试图评估一家公司在发展方面所处的位置——以及它在多大程度上致力于向前发展——那么在接受一份工作之前你该如何做呢?

These days, Pao is the CEO of Project Include, a nonprofit organization pushing tech startups to include more—more energetically and more broadly. We asked her for some tips on finding a company where diversity and inclusion are more than just talk—and where you can thrive.

如今,鲍康如是Project Include的首席执行官。Project Include是一个非营利组织,旨在推动科技初创企业更积极、更广泛地参与其中。我们请她提供一些建议,帮助我们找到一家多元化和包容的公司,而不仅仅是说说而已——让你可以在那里茁壮成长。

So you're looking for a company that takes diversity and inclusion seriously. What should you do during the job search and interview process?

所以你要找的是一家重视多样性和包容性的公司。在求职和面试的过程中你应该做些什么?

1. Check out who's in charge and how the company presents itself

1. 看看谁是负责人,公司如何展现自己

It's easy to say you're working on diversity and inclusion, but if those words aren't backed up with evidence, they don't mean much. So look at who's in charge, Pao says. Are there all kinds of people in leadership and on the board? Or do they all look the same? If the executives and investors are a homogenous group, it “indicates a lack of attention to important areas of inclusion.”

说你致力于多样性和包容性很容易,但如果这些话没有证据支持,它们就没有多大意义。所以看看谁在负责,鲍说。领导层和董事会里有各种各样的人吗?还是它们看起来都一样?如果高管和投资者是一个同质的群体,这“表明他们对重要的包容性领域缺乏关注”。

Then look at the company as a whole and its employees across all levels. “Go to the company website and look for diversity on the team,” Pao says. “Are there people on the team or in the photos on the website from different racial backgrounds? . . . Do they talk about diversity and inclusion anywhere on the website?”

然后把公司作为一个整体来看待,看看各个层次的员工。“去公司的网站,在团队中寻找多样性,”鲍康如说,“团队中或网站上的照片里有来自不同种族背景的人吗?……他们会在网站上的任何地方谈论多样性和包容性吗?”

2. Look at their track record

2. 看看他们的履历

One of the best indicators of what a company and culture are like in the present is what they were like in the past. So do your research on the company's history. “You can do searches on Google for the company name and ‘harassment,' the company name and ‘racism,' the company name and ‘lawsuit,'” Pao says, “and see what kind of controversies they may have been involved in and see if you feel comfortable with how they've handled it.”

看一个公司及其文化现在是什么样子的最好指标之一就是看其过去是什么样子。所以你要研究一下公司的历史。“你可以在谷歌上搜索公司名称和‘骚扰’、公司名称和‘种族主义’、公司名称和‘诉讼’,”鲍康如说,“看看他们可能卷入过哪些争议,看看你对他们的处理方式是否满意。”

3. Ask the right questions

3.直接提出该问题

You can come right out and ask about diversity and inclusion in your interview, Pao says. “Like, ‘How do you think about diversity and inclusion?' or ‘How is diversity [and] inclusion part of your company culture?'”

鲍康如说,你可以直接在面试中询问多样性和包容性。“比如,‘贵公司看待多样性和包容性?’或者‘多元化(和)包容性如何成为贵公司文化的一部分?’”

Want to dig deeper than that once you know for sure that they want to hire you? “After you get the offer, ask them to tell you about a hard situation involving diversity and inclusion and how they addressed it,” Pao says. “No matter how well-intentioned and how inclusive their values, there will be some hard conversations and issues that come up. And the biggest thing is not hiding issues, but addressing and resolving them in a transparent way.”

一旦你确定他们想要雇佣你之后,你还想挖得更深吧?“你得到这份工作后,让他们告诉你一个涉及多样性和包容性的艰难处境,以及他们是如何应对的。”鲍康如说,“不管他们的出发点有多好,他们的价值观有多包容,都会出现一些艰难的对话和问题。最重要的不是隐藏问题,而是以透明的方式解决问题。”

In other words, you shouldn't expect that a company has never encountered any problems. Instead, you're trying to gauge how your prospective leaders and colleagues react to those problems and talk about them. “That question can show whether the company is committed to having uncomfortable conversations and resolving issues or whether they kick the can down the road and try not to deal with it right away,” Pao says.

换句话说,你不应该期望一家公司从来没有遇到过任何问题。相反,你要衡量的是你未来的领导和同事对这些问题的反应和讨论。鲍康如表示:“这个问题可以表明,公司是否致力于开展令人不舒服的对话来解决问题,或者他们是否在拖延时间,并试图不立即处理问题。”

Since it's unlikely that anyone nowadays would come right out and say they don't care about diversity and inclusion—most folks are smart enough to know better—you'll also need to keep an eye out for potential red flags that may be more subtle.

因为现在不太可能有人会站出来说他们不关心多样性和包容性——大多数人都足够聪明,知道得更清楚——你还需要留意潜在的危险信号,这些信号可能更微妙。

1. They blame the pipeline

1. 他们推脱责任

“I think it's listening closely to how they talk about diversity and whether they blame the pipeline,” Pao says. If they're saying, “Oh, there aren't enough women out there, or there aren't enough black engineers,” or “It would be great if more of the computer science students were coming from underrepresented groups,” she explains, what they're doing, at least in part, is removing the responsibility from their own shoulders and placing it somewhere else.

鲍康如表示:“我认为,就是要仔细倾听他们是如何谈论多样性的,以及他们是否在推脱责任。”如果他们说,“哦,没有足够的女性,或没有足够的黑色工程师,”或“如果能更多的计算机科学学生来自弱势团体,”她解释道,他们在做什么,至少在某种程度上,是把责任从自己的肩膀上,把它放在别的地方了。

“See if they seem authentic and see if they are actually making an effort,” Pao says. “If they feel like there are external forces to blame, then they probably aren't doing much about it.”

“看看他们是否真诚,是否真的在努力。”鲍康如说,“如果他们觉得有外部力量应该受到指责,那么他们可能不会采取太多行动。”

2. The office doesn't look very diverse

2. 办公室看起来不是很多样化

You can hardly get a full picture of diversity just by looking around, but you can glean some initial and important clues. “See how many people from different groups are in the office as you walked through [and] whether they seem to be connected with other employees or they're sitting by themselves or they're not in conference rooms in meetings,” Pao says.

仅仅环顾四周,你很难对多样性有一个全面的了解,但你可以收集一些初步的和重要的线索。鲍康如表示:“当你走过办公室时,看看有多少来自不同群体的人在里边,他们看起来是否与其他员工联系密切,还是独自坐着,还是开会不用去会议室。”

Consider inanimate hints too, including decorations. “At Reddit at one point, all the posters on the walls were men,” says Pao, who was CEO of Reddit for eight months. “When we moved, I was like, ‘I don't think this is going to help us in trying to hire more people from different groups, so let's try to think more intentionally about the artwork we put up.'”

也可以参考一些无生命的迹象,包括装饰。鲍康如曾在Reddit公司担任了8个月的首席执行官。“Reddit公司墙壁上的海报一度全是男性。”她说,“我们走动的时候,我的反应是,‘我不认为这会帮助我们从不同的团队中招聘到更多的人,所以让我们试着更有意识地去思考我们所展示的艺术作品吧。’”

3. The social culture makes you uncomfortable

3.社交文化让你感到不舒服

Find out what kinds of social activities are going on at the company. “Is there a heavy drinking culture, if that's something that you're not comfortable with? Often drinking cultures end up leading to uncomfortable situations, and it's often part of a lot of harassment situations,” Pao says. “So are you comfortable with having an open bar at the office? Are you comfortable if all of the activities are alcohol-related?”

了解公司里有哪些社交活动。“如果你对酗酒感到不舒服,那里是否存在酗酒文化?喝酒的文化往往会导致不悦的情况,这往往是很多骚扰情况的一部分,”鲍康如说,“所以,你觉得在办公室里开一个酒吧舒服吗?如果所有的活动都和酒精有关,你会觉得舒服吗?”

4. You're expected to spend all your time at the office (and you don't want to)

4. 你被期望把所有的时间都花在办公室里(可你不想这样)

Does it seem to you like everyone's expected to be at the office all the time, working long hours and socializing primarily with one another? Ask yourself whether that's something you really want, Pao says.

在你看来,是不是每个人都应该整天待在办公室里,工作很长时间,并且主要与他人交往?鲍康如说,问问自己这是不是你真正想要的。

“Or are you expected to form friendships and connections outside the office?” she says. “Which would give you more freedom to not have to fit in in a specific way at that company.”

“还是你希望在办公室之外结交朋友?”她说,“那会给你更多的自由,让你不必以特定的方式融入那家公司。”

5. The interviewer asks about your salary history

5. 面试官询问你的薪资历史

It's now illegal for some or all employers to ask candidates about their salary history in several cities and states including New York City, Louisville, Massachusetts, North Carolina, California, and Washington. The goal of such laws is to ensure that historically underpaid groups don't see pay gaps perpetuated by employers basing their offers on past salaries. (If you live in a place covered under one of these laws, here's what you can do if you get an illegal salary history question.)

现在,在包括纽约、路易斯维尔、马萨诸塞州、北卡罗来纳州、加利福尼亚州和华盛顿州在内的几个城市和州,雇主询问求职者的薪资历史是违法的。这些法律的目的是确保历史上薪酬较低的群体不会遭遇薪酬差距。雇主根据过去的薪水开出的薪酬会导致薪酬差距长期存在。(如果你居住的地方受这些法律的约束,如果你遇到非法的薪资历史问题,你可以这样做。)

But even in places where the law doesn't prohibit inquiries about past salaries, Pao says she might consider it a red flag if someone asked. “That's kind of, ‘I'm not paying you by what's fair, I'm paying you by how little I think I can get you for, because you're possibly not making as much,'” Pao says. “It's not definitive, but that would be a red flag to me to understand what their compensation process is. Do they have bands? Where am I falling in the bands? What are they basing it on?”

鲍康如说,但即使在法律尚未禁止询问过往工资的地方,如果有人问起,她也可能会认为这是一个危险信号。“这就像是在说,‘我不按公平的方式给你付报酬,我只按我觉得最低的付给你报酬,因为你可能之前赚不到那么多钱。’”鲍说,“也一定都是这样。但对我来说,那是用以了解他们的薪酬程序的一个危险信号。他们有薪酬等级吗?我在里边的哪个档位?他们凭什么这么安排?”

No list of questions and clues can capture everything about how a company handles diversity and inclusion. It can be hard to tell whether a company is truly committed in exactly the ways you find meaningful before you actually start working there. But that doesn't mean you can't try to find out—and if you know what to pay close attention to, you can learn a lot more than you might think.

没有任何问题和线索可以囊括公司如何处理多样性和包容性的全部举措。在你真正开始工作之前,很难判断一家公司是否真的以你认为有意义的方式投入工作。但这并不意味着你不能尝试去发现——如果你知道要密切关注什么,你可以学到比你想象的多得多的东西。

This article originally appeared on The Muse and is reprinted with permission.

这篇文章最初发表在缪斯杂志上,经允许转载。

More from The Muse:

更多缪斯内容:

•下面教你如何让多样性不仅仅是办公室里的流行语

•顶尖公司如何正确实现多元化和包容性(你也可以)

•将改变你对工作中的多样性和包容性看法的5个真相

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