职场性别歧视
Workplace gender bias
926字
2020-11-28 09:11
33阅读
火星译客

A few years ago, I had a corporate feminist dream job. Launching a company's national initiative to recruit more female employees. In the finance sector. But first, I had to get the signed-off support of all department heads. So I spent months perfecting the proposal,presented it and won the support of almost everyone.But in this team,there were two men we'll call Howard and Tom. Howard just would not get back to me. l emailed him about the proposal,I left him voice mails,I'd roll my chair back and forth during meetings,trying to make eye contact with Howard.

几年前,我有一份女权主义者梦寐以求的工作。在金融领域,发起了一个公司性,在全国招募更多的女性员工的计划。但首先,我必须得到所有部门主管的签字支持。所以,我花了几个月的时间来完善并提出了这个提案,这个方案几乎赢得了所有人的支持。但在这支队伍里,有两个人一个是霍华德,另一个是汤姆。霍华德只是不回我电话。我给他发了邮件,告诉他我的提案,我给他留了语音留言,我开会的时候会来回转动我的椅子,试着和霍华德进行眼神交流。 

 

He'd just take out his phone and start scrolling. And then I started to question myself. Had I been diplomatic enough in that email?Too demanding in that voice mail?Does Howard hate this proposal or am I just overreacting?It's probably just me,I thought. And then one day,I'm walking down the hall and here comes Howard. He's holding a packet of papers,sees me and lights up. He says,"Sara,Tom just emailed this to me,you should take a look. It's a proposal for us to recruit more women."

他只是拿出手机,开始滚动屏幕。然后我开始质疑自己,我在那封邮件里说得够圆滑了吗? 还是在语音信箱中的要求太高? 霍华德讨厌这个提议还是我反应过度了? 我想,可能是我胡思乱想。然后有一天,我走在走廊上,霍华德来了。他手里拿着一包文件,看见了我,脸上出现笑容。他说:“莎拉,汤姆刚把这个邮件发给我,你应该看看。这是我们招募更多女性的提议。”

"I think Tom has a really great idea here,and we should all get behind it."Howard proceeds to hand my own proposal back to me. And explains to me the many merits of what I wrote. Howard was never against recruiting more women. But he needed to hear from a man why it was important to hire more women. And as this scene played out,I said nothing. Because I knew somehow that I was a guest in a place that wasn't meant for me. And so instead of questioning my environment,I questioned myself.

“我认为汤姆有一个非常棒的主意,我们应该支持他。”霍华德继续把我的提案交给我。并向我解释我所写的许多优点。霍华德从不反对招募更多的女性。但他需要从一个男人那里听到,为什么雇佣更多女性很重要。当这一幕上演时,我什么也没说。因为我知道我是一个不属于那个地方的客人。所以我没有质疑我的环境,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." How was that still possible?Aren't things getting better? Opportunities for women have increased over the last 50 years. But over the last decade,progress has stalled. Experts have previously identified 2059 as the year the wage gap would close. 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.

我想知道为什么那么多有才华的女性长时间工作,满怀信心地开始她们的职业生涯,却都被训练成这种自我怀疑的心态,这让她们说,“可能只有我一个人。这怎么可能呢? 情况没有好转吗? 在过去50年里,妇女的机会增加了。但在过去的十年里,进展停滞不前。此前,专家们认为2059年将是工资差距缩小的一年。但在今年9月,这些专家宣布,根据最新的数据,我们必须把我们的期望调整到2119年。

One hundred one years from now.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. So what have we been doing to address gender inequality? Why isn't it working? Many businesses think they're addressing the problem,because they provide training. Eight billion dollars worth of training a year,according to studies from the "Harvard Business Review." 

一百年后。除了工资差距之外,女性在领导层中的比例仍然偏低,与高层领导接触的机会减少,科技等增长最快的行业正在离开,女性的这一比例比男性高45%,其中文化因素是主要原因。那么,我们一直在做什么来解决性别不平等问题呢? 为什么它没有效果?许多企业认为他们正在解决这个问题,因为他们提供培训。根据《哈佛商业评论》的研究,每年培训价值80亿美元。

These same studies also conclude that these trainings don't work and often backfire. 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. The other solution has been to ask women to change their own behavior. To lean in. 

这些研究还得出结论,这些培训没有效果,而且往往适得其反。一项调查跟踪了830家公司30年来的招聘和晋升情况,研究发现被要求参加多元化培训的白人男性往往会反抗,因为他们聘用和提拔的女性和少数民族较少。另一种解决方法是要求女性改变自己的行为。向前一步。

To sit at the table. Negotiate as often as men. Oh,and get more training. Women currently earn the majority of college degrees,outperform their peers in key leadership skills and are running businesses that outperform the competition. It doesn't look like education orskills or business acumen are the problem. We are already empowered. Enough to make an impact on the ousinesses that are ready. These approaches fail to address the key systemic problem:Unconscious bias. We all have bias,it's OK. It's lodged in our amygdala,it keeps ticking away when we go to work. Bias affects how much I like you,what I believe you're capable of and even how much space I think you take up.

坐在桌旁。像男人一样经常谈判。哦,还要接受更多的培训。目前大多数大学学位是女性获得的,在关键的领导技能上超越她们的同行,并经营着超越竞争对手的企业。看起来教育、技能或商业头脑并不是问题所在。我们已经有了足以对已经规模化的企业产生影响。这些方法未能解决关键的系统性问题:无意识偏见。我们都有偏见,没关系。它存在于我们的环境中,当我们去工作的时候,它就会滴答作响。偏见会影响我有多喜欢你,我相信你能做什么,甚至我认为你占了多少空间。

Thanks in part to the Me Too movement,awareness of gender bias has spread. But the harassment stories that made headlines are just one piece. You don't have to harass a woman to limit her career. The messages women send me aren't about being harassed. They're being tolerated in the workplace. But they're not being valued. I don't know anyone who has ever said,"You know what I love about my employer? They just tolerate me so well,I feel so tolerated."

这部分要归功于Me Too运动,性别偏见的意识已经传播。但登上新闻头条的性骚扰事件只是其中之一,你不必去骚扰一个女人来限制她的事业。女人给我发的信息不是关于被骚扰。她们在工作场所被容忍。但她们没有被重视。我不知道有谁曾经说过:"你知道我喜欢我老板的什么吗?” 他们对我很宽容,我觉得很宽容。”

To break the inertia,we need to take a step beyond Me Too. Beyond just being tolerated as women.Our organization decided to tackle the problem in two ways. 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. So our team began by identifying over 100 cultural levers that can be adjusted to counter the impact of bias. We found that small tweaks can lead to big changes. And they cost a lot less than eight billion dollars. So what do these small tweaks look like?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.

为了打破惯性,我们也需要超越我一步。不仅仅是作为女性被容忍。我们组织决定用两种方法来处理这个问题。首先,如果我们都有偏见,我们的工作场所需要通过设计积极地反偏见,不要试图一次改变一种思维方式。因此,我们的团队首先确定了100多个可以调整的文化杠杆,以抵消偏见的影响。我们发现小的调整可以导致大的改变。 它们的成本远低于80亿美元。那么这些小的调整是什么样子的呢? 如果女性在填写工作申请表或进行技能相关测试前被要求说明自己的性别,或者在技能相关的测试中,她的表现要比没有先被问到的人差。
 

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