How to recognize privilege – and uplift those without it

如何承認特權，并提升那些沒有特權的人

Anyone who knows me knows that I love to talk. I'm a chatterbox, just ask anyone. I like to think that I'm pretty good at building rapport with my clients. And having spent just under a decade working as a lawyer, I tell you, this is one skill that really came in handy.

認識我的人都知道我喜歡說話。我是個聊天者，問任何人。我喜歡認為我很擅長與我的客戶建立融洽的關系。我告訴你，我做了不到十年的律師，這是一種真正派上用場的技能。

Now, I remember this one interstate client in particular. We got on like a house on fire. We spent months corresponding over email and chatting over the phone. And then the day finally came when we would meet face to face. So I walk into the meeting room, and there she is. I say hello, and she kind of gives me this odd look. And she says, "Oh, you must work for Mariam."

現在，我特別記得這個州際客戶端。我們過得好像房子著火了。我們花了幾個月的時間通過電子郵件進行通信，并通過電話聊天。然后我們終于見面了。所以我走進會議室，她就在那里。我打招呼，她給了我一個奇怪的眼神。她說：“哦，你必須為瑪麗亞姆工作?！?/p>

(Audience murmurs)

（觀眾抱怨）

And I'm thinking, "What does she mean?" And then it dawns on me. She must think I'm the legal secretary or the assistant perhaps. Not that there's anything wrong with having those jobs. But it seems that in her mind, the voice that she's heard on the phone all these months doesn't seem to correspond to the person standing in front of her. Rather unconvincingly at that point, I say, "No, I am Mariam." And then I start to doubt myself. And all those months of rapport building just goes down the drain at that point as I start again from scratch to win her over. I do, of course, eventually win her over, but it was a lot of time and effort wasted and ultimately, yet another hit to my confidence.

我在想，“她是什么意思？”然后我就明白了。她一定認為我是法律秘書或助理。這并不是說有這些工作有什么錯。但在她看來，她這幾個月在電話里聽到的聲音似乎與站在她面前的那個人并不相符。在這一點上，我說，“不，我是瑪麗亞姆?！比缓笪议_始懷疑自己。所有那些幾個月的融洽關系都在了，因為我從頭開始贏得她的支持。當然，我最終贏得了她的支持，但這是浪費了大量的時間和精力，最終，又是我的信心。

And the thing is, I have other experiences like that one. And I know plenty of other folks who do too. So today I want to reflect on how stereotyping, unconscious bias and societal privilege operates in such a way that creates an unequal playing field for diverse minority groups.

問題是，我還有其他類似的經歷。我知道其他很多人也這樣做。所以今天我想反思一下刻板印象，無意識的偏見和社會特權是如何運作的，為不同的少數群體創(chuàng)造了一個不平等的競爭環(huán)境。

Now, let us start with privilege. Privilege is basically unearned advantage. Hey, what the hell, we really didn't do much to earn it. It's basically access to or enjoying rights because you belong to a particular identity. You're part of a club. And here's the thing. I am owning up to mine. I am privileged. Hey, and if you could afford the ticket price, you probably are too.

現在，讓我們從特權開始。特權基本上是不勞得的優(yōu)勢。嘿，管他呢，我們真的沒能賺到多少錢。它基本上是獲得或享受權利，因為你屬于一個特定的身份。你是一個俱樂部的一員。事情是這樣的。我已經承認了我的觀點。我很榮幸。嘿，如果你能買得起票價，你可能也可以。

(Laughter)

（笑）

02:39

And here's the thing. Privilege is relative, and it’s ultimately subjective. And those who have the most amounts of it, they’re probably not entirely conscious of it. Because for the most part, and as they say, privilege is largely invisible to those who have it.

事情是這樣的。特權是相對的，而且最終是主觀的。而那些擁有最多的人，他們可能并沒有完全意識到。因為在很大程度上，正如他們所說，那些擁有特權的人在很大程度上是看不見的。

02:59

Now, I work as a diversity and inclusion consultant, so I do spend a hell of a lot of my day thinking about these concepts. Think about this. Whose faces do you see reflected back at you on your television screens? Who holds the top positions in the top ranks of society? Now, except for the few examples here or there, notice the general lack of cultural diversity? Now, of course, the photos that you're seeing up there are some of our top CEOs, chancellors of universities, federal cabinet and TV personalities in particular. Now, what we're actually exposed to every day feeds the assumptions that we make about people. We all tend to possess a strong tendency towards people who physically resemble ourselves. It's called affinity bias.

現在，我是一名多元化和包容性的顧問，所以我確實花了很多時間來思考這些概念。想想看。你在電視屏幕上看到了誰的臉？誰在社會的高層階層中占有最高的地位？現在，除了這里或那里的少數例子，注意到普遍缺乏文化多樣性嗎？當然，你看到的照片是我們的一些頂級首席執(zhí)行官，大學校長，聯邦內閣，尤其是電視名人?，F在，我們每天真正接觸到的東西助長了我們對人們的假設。我們都傾向于有一種強烈的傾向，喜歡那些身體上與我們自己相似的人。這叫做親和偏差。

03:55

Now experiments have shown us that the brain actually categorizes by race in less than 100 milliseconds. Now, according to Nobel Peace Prize recipient neuroscientist Eric Kandel, he argues that up to 90 percent of the brain's behavior is actually unconscious. So these little shortcuts that the brain makes, these little implicit associations, these biases, for the most part, they are done unconsciously. And here's the thing. Inherent societal privilege means that some of us are given a head start in what I like to call the race of life. And it's because of that head start, not just because we worked extra, extra hard, that they'll always be miles ahead, even if all the participants are running at the same speed and with the same ability. So that's code for the same amount to merits, or in this case, running the same distance.

現在的實驗表明，大腦實際上在不到100毫秒的時間內按種族分類。現在，根據諾貝爾和平獎得主神經學家埃里克·坎德爾的說法，他認為高達90%的大腦行為實際上是無意識的。所以大腦中創(chuàng)造的這些小捷徑，這些隱含的小聯系，這些偏見，在很大程度上，它們都是無意識的。事情是這樣的。內在的社會特權意味著我們中的一些人在我喜歡稱之為生命種族的過程中獲得了領先地位。因為領先，不僅僅是因為我們格外努力，他們總是領先幾英里，即使所有的參與者都以相同的速度和相同的能力跑步。這是同樣有價值的代碼，或者在這種情況下，跑同樣的距離。

04:58

Now, it's well documented that women of minority groups face even greater hurdles, as you can see. They face both social and institutional barriers to full equality, not just because they're chicks, but because of things such as race, religion, sexuality or disability. They basically have a double whammy. And that concept is referred to as intersectionality. Now, as an Australian woman who's originally from Afghanistan and a Muslim, I get the triple whammy. I get sexism, I get racism, and I get Islamophobia. You know, some people boast about having a fan base. Well, ladies and gentlemen, I have a troll base.

現在，有充分的證據表明，少數群體的女性面臨著更大的障礙。她們在完全平等方面面臨著社會和制度上的障礙，不僅因為她們是小雞，還因為種族、宗教、性行為或殘疾等問題。他們基本上有雙重打擊。而這個概念也被稱為交叉性?，F在，作為一名來自阿富汗和穆斯林的澳大利亞女性，我受到了三重打擊。我有性別歧視，我有種族主義，我還有伊斯蘭恐懼癥。你知道嗎，有些人吹噓自己有一個粉絲基礎。女士們，先生們，我有一個巨魔基地。

05:46

(Laughter) Such a clever bunch, they've totally mastered the art of intersectional insults. That's not easy to do.

（笑聲）這么聰明的人，他們完全掌握了交叉侮辱的藝術。這并不容易做到。

05:55

Now, if only I had a dollar for every time someone said, "But all appointment should be on merit." Well, of course they should be. But here's the thing. Are we assuming that the existing status quo is somehow based entirely on merit? I'm not convinced that it is. But hey, don't take my word for it. Plenty of other people think that, too.

現在，只要每次有人說，“但所有的任命都應該有價值，我就有一美元就好了?！彼麄儺斎粦撌?。但事情是這樣的。我們是否假設現有的現狀是完全基于價值的？我不相信它是這樣的。但是，嘿，不要相信我的話。還有很多人也這么想。

06:21

Now, I recall a conversation I was having with two senior managers. It was about corporate Australia’s shift to start focusing on cultural diversity within its leadership ranks, now that we're doing better around gender diversity. One of them was a woman of Asian-Australian heritage and she was a former colleague of mine. The other, a colleague of hers, a man of Anglo-Celtic origin. Now it's in the context of this discussion in which he turns to her, the Asian-Australian woman, and says, "There you go. Another leg up for people like you."

現在，我想起了我和兩位高級經理的一次談話。這是關于澳大利亞企業(yè)界開始關注文化多樣性的轉變，現在我們在性別多樣性方面做得更好了。其中一個是亞裔澳大利亞裔女性，她是我的前同事。另一個是她的同事，一個盎格魯-凱爾特人?，F在，在這個討論的背景下，他轉向她，一個亞裔澳大利亞女人，說，“好了?！边@是像你這樣的人的另一條腿。”

06:57

Now she's shocked because they're colleagues, so she says nothing. But I can't stay silent.

現在她很震驚，因為他們都是同事，所以她什么也沒說。但我不能保持沉默。

(Laughter)

（笑）

07:02

I literally put hand out like this.

我就是這樣分發(fā)東西的。

(Laughter)

（笑）

07:06

Got up from my pedestal and I said, "When you extend a hand to a group of people, who, for far too long, have been effectively walking in the gutter while others comfortably stroll the streets, that ain't no leg up. That certainly is not a handout, that's simply leveling the playing field."

我從基座上站起來，說：“當你向一群人伸出一只手，他們一直有效地在陰溝里行走，而其他人則舒適地在街上散步，那并沒有腿。”這當然不是一個講義，這只是一個公平的競爭環(huán)境?！?/p>

07:30

Now, studies have shown us that to simply obtain the same number of interviews as someone with an Anglo-Saxon sounding name, candidates from Indigenous, Middle Eastern and Asian-sounding names have to submit a ridiculous amount of more applications. So in this case, when compared to Lisa and Andrew, and these are the real names used in the study, Nadine and Hassan have to submit 64 percent more applications, while Ming and Hong have to submit 68 percent more applications. Guys, we're be talking about getting a callback to secure an interview. We're not even talking about the kind of biases that will kick in once you're actually at the interviewing table.

現在，研究表明，要想獲得與一個聽起來像盎格魯-撒克遜人的人相同數量的面試，來自土著、中東和亞洲人的候選人必須提交更多的申請。所以在這種情況下，與麗莎和安德魯相比，這些是研究中使用的真實姓名，納丁和哈桑必須多提交64%的申請，而明和洪必須多提交68%的申請?；镉媯?，我們說的是預約面試。我們甚至沒有談論一旦你真正站在面試桌前就會產生的那種偏見。

08:14

Now, I can't tell you the number of crappy dad jokes I've had to make to make interviewers feel comfortable when they first meet me early on in my career. Thanks for laughing.

現在，我無法告訴你，在我職業(yè)生涯早期第一次見到我時，我不得不講了多少糟糕的爸爸笑話。謝謝你的笑。

(Laughter)

（笑）

08:27

Now, despite the fact that up to 40 percent of Australians have at least one parent born overseas, no doubt that's probably true of this arena, that general diversity is not reflected in the top ranks of society. Now, of course, I'm not suggesting there's anything wrong with this, assuming it is truly based on a meritocracy. And for culturally diverse women like me, well, you know that glass ceiling? It's double glazed for people like me. And that's why I've got heels like this, to be able to crack through it. Only a tiny percentage of ASX directors are culturally diverse women. At a CEO level, it is even worse. So think about all those stats that I've been telling you about, all those biases that we know about. What message does this send to a generation of top HSC graduates who are culturally diverse?

現在，盡管多達40%的澳大利亞人至少有一個父母出生在海外，但毫無疑問，這個領域可能是如此，普遍的多樣性并沒有反映在社會高層中。當然，我并不是說這一點有什么問題，假設它是真正建立在精英統(tǒng)治的基礎上的。對于像我這樣文化多元化的女性，你知道那個玻璃天花板嗎？對像我這樣的人來說，它是雙層玻璃的。這就是為什么我有這樣的高跟鞋，能夠突破它。只有一小部分ASX導演是文化多元化的女性。在首席執(zhí)行官的層面上，情況更糟。所以想想我告訴過你的那些統(tǒng)計數據，我們所知道的那些偏見。這給這一代文化多元化的優(yōu)秀HSC畢業(yè)生傳達了什么信息？

09:27

I'm hoping that by this point, some of you are convinced on the moral case for why change is required to level that damn playing field. But then there'll be others who won't be convinced unless we show them the dollar figures. Hey, don't worry, I've got it covered. There is a thing called the diversity dividend, that gender diverse companies are 15 percent more likely to outperform their industry average, while culturally diverse companies, they're 35 percent more likely to outperform theirs. So diversity brings with it a competitive advantage. And here's the thing, anyone at this point who's thinking, "Oh, she means tokenistic, visible diversity." No. I'm not asking you to whack on photos of people that look like me onto your website and tick a box.

我希望到這一點上，你們中的一些人已經相信了為什么需要改變才能公平化那該死的競爭環(huán)境。但也會有其他人不會被說服，除非我們給他們展示美元的數字。嘿，別擔心，我已經搞定了。有一種東西叫做多元化紅利，性別多元化的公司表現超過行業(yè)平均水平的可能性高出15%，而文化多元化的公司表現超過他們自己的可能性高出35%。因此，多樣性也因此帶來了競爭優(yōu)勢。事情是這樣的，現在任何一個人都在想，“哦，她指的是象征性的，可見的多樣性?！辈晃也皇亲屇阍谀愕木W站上在那些看起來像我的人的照片上打勾。

(Laughter)

（笑）

10:19

Although that might be nice.

雖然這可能很不錯。

(Laughter)

（笑）

10:23

No, that's not what I'm talking about. Real diversity brings about diversity of perspective, diversity of views and diversity of thought. Ultimately, and of course, the inevitable flow-on effect is that Australian businesses will be able to better reflect and understand the needs of a multicultural Australia who is ultimately their customer base.

不，這不是我想說的話。真正的多樣性帶來了視角的多樣性、觀點的多樣性和思想的多樣性。最終，當然，不可避免的流動效應是，澳大利亞企業(yè)將能夠更好地反映和理解一個多元文化的澳大利亞的需求，這最終是他們的客戶基礎。

10:44

So with everything I've said, I want us to pause at this point. And I'm going to ask each of you to please stand. Yes, please stand. If you can't stand, then I'll ask you to please raise one hand instead. And you get to stretch your legs. No, we're not doing a yoga lesson. OK. I'm going to ask you a series of questions. If the answer to the question is yes, I want you to remain standing or with your hand up. If the answer to the question is no, then I want you to take a seat and the rest of the questions will be directed at those people who are still standing. Please be as honest as you can.

所以對于我說的一切，我希望我們在此停下來。我要請你們每個人都站起來。是的，請站著。如果你站忍受，我請你舉起一只手。你可以伸展你的腿。不，我們不是在上瑜伽課。好的我將問你一系列的問題。如果這個問題的答案是肯定的，我希望你繼續(xù)站著或者舉起手來。如果這個問題的答案是否定的，那么我希望你坐下來，其余的問題將針對那些還站著的人。請盡可能地誠實。

11:27

Question one. Did you have a job during high school? If yes, keep standing, if no, please take your seat. I quite like the power of ordering all 4,000 of you to do things.

問題之一。你高中時有工作嗎？如果有，請站站立，如果沒有，請坐下。我很喜歡命令你們4000人一起做事的力量。

(Laughter)

（笑）

11:47

This is cool.

這很酷。

11:47

Question two. Have you been discriminated against, vilified or abused because of something you cannot change about yourself? And let's watch the room as we start to see people sit.

問題二。你是否因為一些你無法改變自己的事情而受到歧視、詆毀或虐待？讓我們看著這個房間，當我們開始看到人們坐著時。

12:06

Question three. At some point in your life, you have felt like you've been one of the few or the only persons of your gender, race, faith, sexual orientation or disability in a room, in an educational or professional setting?

問題三。在你生活的某個階段，你覺得在一個房間里，在教育或專業(yè)的環(huán)境中，你是少數或唯一的性別、種族、信仰、性取向或殘疾的人之一？

12:23

And final question. Have you attended a public school for the majority of your education? Whoa.

和最后的問題。你的大部分時間都是公立學校嗎？哇。

(Laughter)

（笑）

12:40

Knew that would get a few of us. OK. Thank you for being brave enough to participate by the way.

我知道這將會吸引我們中的一些人。好的謝謝你足夠勇敢地參與進來。

12:49

If I answered those questions, I would be standing at this point with those of you that are still standing in the arena. I want us to reflect on our own levels of privilege and what that means for each of us. I want you to reflect on who's standing and who's sitting without making anyone feeling uncomfortable. But let's think about that. Thank you for being brave and please take a seat now. (Applause)

如果我回答了這些問題，我將會站在這里，和那些仍然站在舞臺上的人站在一起。我希望我們能反思一下我們自己的特權水平，以及這對我們每個人都意味著什么。我想讓你反思一下誰站著，誰坐著，而不會讓任何人感到不舒服。但讓我們仔細想想吧。謝謝你的勇敢，請現在就坐下來。（掌聲）

13:17

Thank you.

謝謝你。

13:21

I want to tell you this. There's never been a more important time for us to be conscious of our unconscious biases and societal privileges. You know, when you're driving and you know you've got a blind spot back here, you know it exists, but you can't see it. But you make a concerted effort to turn your head each and every time to look and to adjust. It's not enough to know that we've got these biases and that we have these levels of privilege. You've got to do something about it. We're living in an era where divisive politics has successfully otherized diverse minority groups and normalized xenophobia against them. We're constantly reading derogatory headlines about diverse minority groups. And what's worse is some of these remarks are made by our elected officials.

我想告訴你這個。沒有比我們更重要的時刻來意識到我們無意識的偏見和社會特權。你知道，當你開車的時候，你知道你在這里有一個盲點，你知道它的存在，但你看不到它。但是你要共同努力，每次都要轉過頭來，去看和調整。僅僅知道我們有這些偏見，我們有這樣的特權是不夠的。你得為此做些什么。我們生活在這樣一個時代，分裂的政治成功地使不同的少數群體分化，并使對他們的仇外心理正常化。我們經常讀到關于不同少數民族群體的貶損性標題。更糟糕的是，其中一些言論是由我們的民選官員發(fā)表的。

14:10

Now, I believe that when you excuse bigotry in words, you lay the framework to give bigotry in action a free pass. We know that we have an urgent issue of disenfranchisement amongst the youth, particularly those of diverse backgrounds. We want them to reach for the stars. But the thing is, you can't aspire to be someone that you can't see. You can't address inequality equally. You can't. This is why I believe targets are required across industries where diversity of this kind is lacking. Now, why, you ask, why targets? Because the definition of insanity is doing the same thing over and over again and expecting different results.

現在，我相信，當你用語言原諒偏執(zhí)時，你就建立了一個自由傳遞偏見的框架。我們知道，我們有一個被剝奪公民權的年輕人，特別是那些有不同背景的年輕人的緊迫問題。我們希望他們能伸手去拿星星。但問題是，你不能渴望成為一個你看不見的人。你不能平等地解決不平等問題。你不能。這就是為什么我認為在缺乏這種多樣性的行業(yè)中都需要達到目標?，F在，你會問，為什么，為什么是目標？因為精神錯亂的定義是一次又一次地做著同樣的事情，并期待著不同的結果。

(Applause)

（掌聲）

15:02

Thank you.

謝謝你。

(Applause)

（掌聲）

15:06

The existing status quo has not allowed us to reach a true meritocracy. So we need additional measures to give us a bit of a nudge. Because let’s face it: what gets measured ultimately gets done.

現有的現狀并不能讓我們達到一個真正的精英統(tǒng)治。所以我們需要額外的措施來推動我們。因為讓我們面對現實吧：那些被衡量的東西最終會被完成。

15:21

Thank you very much, ladies and gentlemen.

非常感謝你們，女士們，先生們。

(Applause)

（掌聲） 作者：洛云皈 https://www.bilibili.com/read/cv21326993 出處：bilibili