Do you think they're a mother,

你會想到她們是母親，

a refugee

難民，

or a victim of oppression?

又或者是某種壓迫的受害人？

Or do you think they're a cardiologist,

又或者是心臟病學家，

a barrister

律師，

or maybe your local politician?

或是當地的政客？

Do you look me up and down,

你從頭到尾的看我，

wondering how hot I must get

在猜我會有多熱，

or if my husband has forced me to wear this outfit?

是不是我的丈夫強迫我穿這套衣服？

What if I wore my scarf like this?

如果我將圍巾圍成這樣呢？

I can walk down the street in the exact same outfit

我穿著同樣的衣服走在街上，

and what the world expects of me and the way I'm treated

這個世界對我有什麽期待和它怎麽對待我

depends on the arrangement of this piece of cloth.

決定於我如何戴這條圍巾。

But this isn't going to be another monologue about the hijab

不過這不是一場有關 穆斯林婦女頭巾的獨白，

because Lord knows, Muslim women are so much more than the piece of cloth

因為上主知道， 穆斯林婦女不會受限於一塊

they choose, or not, to wrap their head in.

她們選擇戴或不戴的頭巾。

This is about looking beyond your bias.

這是關於超越你的偏見的。

What if I walked past you and later on

如果我走過你身邊

you'd found out that actually I was a race car engineer,

然後你發現我實際上是個賽車工程師，

and that I designed my own race car and I ran my university's race team,

我設計自己的賽車， 我也組織了一支大學賽車隊，

because it's true.

這是真的。

What if I told you that I was actually trained as a boxer for five years,

如果我告訴你我是接受了 五年專業訓練的拳擊手呢？

because that's true, too.

那也是真的。

Would it surprise you?

你會嚇一跳嗎？

Why?

為什麼？

Ladies and gentlemen, ultimately,

各位女士先生，最終

that surprise and the behaviors associated with it

這種驚奇和導致的行為都源自於

are the product of something called unconscious bias,

所謂的潛意識偏見，

or implicit prejudice.

或者叫隱涵的歧視。

And that results in the ridiculously detrimental

結果是謊繆地且

lack of diversity in our workforce,

有害地使我們的勞動力缺少多元性

particularly in areas of influence.

特別是在有影響力的職位。

Hello, Australian Federal Cabinet.

嗨！澳洲聯邦內閣。

(Applause)

（掌聲）

Let me just set something out from the outset:

讓我從頭開始說明：

Unconscious bias is not the same as conscious discrimination.

潛意識偏見有別於有意識的歧視。

I'm not saying that in all of you, there's a secret sexist or racist

我不是說你們中間潛伏著 秘密的性別歧視者，種族歧視者

or ageist lurking within, waiting to get out.

或年齡歧視者， 正伺機逃走。

That's not what I'm saying.

這並不是我要說的。

We all have our biases.

我們都有偏見。

They're the filters through which we see the world around us.

我們用它來過濾這個世界。

I'm not accusing anyone,

我不是在譴責誰，

bias is not an accusation.

偏見並不是一種罪名。

Rather, it's something that has to be identified,

而是我們需要將它們指出來，

acknowledged and mitigated against.

承認和改善。

Bias can be about race,

偏見可以是種族的，

it can be about gender.

也可以是性別的。

It can also be about class, education, disability.

也可能是對階級、教育或傷殘的偏見。

The fact is, we all have biases against what's different,

事實是，我們對於不同的事物

what's different to our social norms.

以及不同於我們的社會規範都有偏見。

The thing is, if we want to live in a world

重要的是，如果我們想生活在

where the circumstances of your birth

一個你出生的環境

do not dictate your future

不會主宰你的未來，而且我們每個人都會有平等的機會的世界，

and where equal opportunity is ubiquitous,

不會主宰你的未來，而且我們每個人都會有平等的機會的世界，

then each and every one of us has a role to play

那麼我們每一個人都需要扮演

in making sure unconscious bias does not determine our lives.

一個確定潛意識偏見不再左右 我們的生命的角色。

There's this really famous experiment in the space of unconscious bias

在潛意識偏見領域有一個 非常有名的實驗。

and that's in the space of gender in the 1970s and 1980s.

那是在1970，1980年代所做的 有關性別歧視實驗。

So orchestras, back in the day, were made up mostly of dudes,

在那個時代，交響樂團大都有男性組成，

up to only five percent were female.

最多只有5％的女性。

And apparently, that was because men played it differently,

顯然，人們都認為男性的技巧不同，

presumably better, presumably.

大家都假定他們的技巧比較好， 大家如此假定。

But in 1952, The Boston Symphony Orchestra

不過在1952年，波士頓交響樂團

started an experiment.

開始了一個試驗。

They started blind auditions.

他們開展了一次盲眼試聽來

So rather than face-to-face auditions, you would have to play behind a screen.

取代面對面的方式， 應徵者在布幕後演奏。

Now funnily enough,

有趣的是，

no immediate change was registered

男女的錄取比率並沒有改變,

until they asked the audition-ers to take their shoes off

直到他們要求應徵者

before they entered the room.

在進場前脫鞋。

because the clickity-clack of the heels

因為鞋跟踩在木地板的喀嗒聲

against the hardwood floors

因為鞋跟踩在木地板的喀嗒聲

was enough to give the ladies away.

透露了女士們的性別。

Now get this,

你知道嗎，

there results of the audition showed

試演的結果顯示，

that there was a 50 percent increased chance

通過初選這一關的女性應徵者 增加了百分之五十，

a woman would progress past the preliminary stage.

通過初選這一關的女性應徵者 增加了百分之五十，

And it almost tripled their chances of getting in.

她們入選的機會差不多增加了三倍。

What does that tell us?

這說明了什麼？

Well, unfortunately for the guys, men actually didn't play differently,

不幸地，對男性而言， 他們的技巧沒有不一樣，

but there was the perception that they did.

那只是大家對他們的看法而已。

And it was that bias that was determining their outcome.

那種偏見決定了他們的錄取結果。

So what we're doing here is identifying and acknowledging

我們要做的是找到並且承認

that a bias exists.

這種偏見的存在。

And look, we all do it.

我們都有這種偏見。

Let me give you an example.

讓我給你一個例子。

A son and his father are in a horrible car accident.

一對父子遭遇了一場交通意外。

The father dies on impact

父親當場受傷死亡，

and the son, who's severely injured, is rushed to hospital.

兒子也受重傷，並被送進了醫院

The surgeon looks at the son when they arrive and is like,

手術醫生看見兒子被送到面前，

"I can't operate."

說：「我不能做手術。」

Why?

為什麼？

"The boy is my son."

「因為他是我的兒子。」

How can that be?

這怎麼可能呢？

Ladies and gentlemen,

各位女士先生，

the surgeon is his mother.

手術醫生其實是他的母親。

Now hands up -- and it's okay --

請舉手 －－ 沒關係 －－

but hands up if you initially assumed the surgeon was a guy?

如果你假設手術醫生是個男的，請舉手。

There's evidence that that unconscious bias exists,

這就證明了潛意識偏見的存在，

but we all just have to acknowledge that it's there

我們必須承認那個個偏見的存在

and then look at ways that we can move past it

然後我們才會找方法去超越它，

so that we can look at solutions.

這樣我們才可以找到解決方法。

Now one of the interesting things

[限額還是不限？]

around the space of unconscious bias is the topic of quotas.

在潛意識偏見的領域的 一個有趣的事是有關限額的討論。

And this something that's often brought up.

這經常被拿出來討論，

And of of the criticisms is this idea of merit.

其中一個反對的理由是能力的問題。

Look, I don't want to be picked because I'm a chick,

我不要因為我是女性才被選上，

I want to be picked because I have merit,

我要因為我的能力被選上，

because I'm the best person for the job.

因為我是最適合這個工作的人。

It's a sentiment that's pretty common among female engineers

有一個在和我一起工作的女性工程師 之間相當普遍的觀點，

that I work with and that I know.

有一個在和我一起工作的女性工程師 之間相當普遍的觀點，

And yeah, I get it, I've been there.

對，我理解它，因為我就在其中——

But, if the merit idea was true,

如果能力的觀點是真的，

why would identical resumes, in an experiment done in 2012 by Yale,

為什麼耶魯大學2012年的實驗中

identical resumes sent out for a lab technician,

在同樣的應徵實驗室技術員的履歷表中，

why would Jennifers be deemed less competent,

為什麼女性被視為比較不勝任，

be less likely to be offered the job,

她們比較不可能得到這個工作，

and be paid less than Johns.

她們比男性的薪水低？

The unconscious bias is there,

那是因為潛意識的偏見的原因，

but we just have to look at how we can move past it.

但我們只需要看如何能去除它。

And, you know, it's interesting,

有趣的是，

there's some research that talks about

一些研究提出為什麼會如此的理由

why this is the case and it's called the merit paradox.

那就是能力悖論。

And in organizations -- and this is kind of ironic --

在一些機構裡，這是一種諷刺——

in organizations that talk about merit being their primary value-driver

那些說能力是他們雇用員工的 主要因素的機構——

in terms of who they hire,

那些說能力是他們雇用員工的 主要因素的機構——

they were more likely to hire dudes and more likely to pay the guys more

但他們更可能雇用男性， 並且付他們更高的薪水，

because apparently merit is a masculine quality.

因為顯然他們所謂的能力是男性。

But, hey.

不過，嗯，

So you guys think you've got a good read on me,

所以你們覺得已經充分了解我了，

you kinda think you know what's up.

你想你已經知道我要說什麼了。

Can you imagine me running one of these?

你可以想像我在負責這個嗎？

Can you imagine me walking in and being like,

你可以想像我走進來，說：

"Hey boys, this is what's up. This is how it's done."

「嗨，男士們，這裡是這樣操作， 這兒是這樣做的。」

Well, I'm glad you can.

好的，我很高興你可以想像到。

(Applause)

（掌聲）

Because ladies and gentlemen, that's my day job.

各位先生女士，這是我白天的工作。

And the cool thing about it is that it's pretty entertaining.

更酷的是，那還是很具娛樂性的。

Actually, in places like Malaysia,

實際上，一些像馬來西亞的地區，

Muslim women on rigs isn't even comment-worthy.

操作鉆機的穆斯林婦女 並不稀奇。

There are that many of them.

因為她們人數眾多。

But, it is entertaining.

不過，那是很有趣的。

I remember, I was telling one of the guys,

我記得曾告訴一位男士：

"Hey, mate, look, I really want to learn how to surf."

「嗨，夥伴，我真的想要學衝浪。」

And he's like, "Yassmin, I don't know how you can surf

他說：「雅士敏, 我不知道你如何 穿著那些衣服去衝浪，

with all that gear you've got on,

他說：「雅士敏, 我不知道你如何 穿著那些衣著去衝浪，

and I don't know any women-only beaches."

而且我也不知道哪裡有女性專用海灘。」

And then, the guy came up with a brilliant idea,

然後，這個男士想到一個妙極的方法，

he was like, "I know, you run that organization

他說：「對！你在負責那個

Youth Without Borders, right?

叫做青春無國界的組織，不是嗎？

Why don't you start a clothing line for Muslim chicks in beaches.

為什麼你不為穆斯林婦女 開發一個沙灘上穿的服裝系列，

You can call it Youth Without Boardshorts."

就叫做’青春不衝浪‘好啦。」

(Laughter)

（笑聲）

And I was like, "Thanks, guys."

於是我回應：「謝謝，夥伴。」

And I remember another bloke telling me that

我還記得另一個傢伙告訴我，

I should eat all the yogurt I could

我應該食光所有的酸奶，

because that was the only culture I was going to get around there.

因為那是我唯一可以在那裡找的特產了。

But, the problem is, it's kind of true

問題是，好像真是這麽回事，

because there's an intense lack of diversity in our workforce,

在我們的勞動力實在是嚴重缺乏多元性，

particularly in places of influence.

尤其是在重要職位上。

Now, in 2010,

2010年，

The Australian National University did an experiment

澳洲國立大學做了一個實驗，

where they sent out 4,000 identical applications

他們投出4000份同樣的申請

to entry level jobs, essentially.

到初級水平的工作裡。

To get the same number of interviews as someone with an Anglo-Saxon name,

以盎格魯-撒克遜人的名字申請， 可得到同等數量的面試機會，

if you were Chinese, you had to send out 68 percent more applications.

可如果你是中國人， 你必須寄出額外68％的申請。

If you were Middle Eastern -- Abdel-Magied --

如果你是中東人，比方说我，

you had to send out 64 percent,

你必須寄出額外64％，

and if you're Italian, you're pretty lucky,

如果你是義大利人，那你真夠幸運，

you only have to send out 12 percent more.

你只需要寄出額外12％。

In places like Silicon Valley, it's not that much better.

一些像是矽谷的地方也不會好很多，

In Google, they put out some diversity results

Google拿出職工的種族佔比數據：

and 61 percent white, 30 percent Asian and nine, a bunch of blacks, Hispanics,

61％白人，30％亞洲人和9％的黑人拉美人，

all that kind of thing.

如此類推。

And the rest of the tech world is not that much better

科技界也不見得更好。

and they've acknowledged it,

他們也承認這個，

but I'm not really sure what they're doing about it.

我不真正肯定他們在做什麽以改善這種狀況。

The thing is, it doesn't trickle up.

事情並不是一蹴而就。

In a study done by Green Park,

Green Park的研究顯示，

who are a British senior exec supplier,

它是英國高級獵頭，

they said that over half of the FTSE 100 companies

他們說超過一半進入富士100指數（富士集團編寫的倫交所100只最受歡迎的股票）的公司

don't have a nonwhite leader at their board level,

不論是執行或非執行董事會，

executive or non-executive.

全都是白人。

And two out of every three don't have an executive

三分之二的公司中，

who's from a minority.

沒有來自少數民族的總經理。

And most of the minorities that are at that sort of level

大部分的做到較高層的來自少數民族的人，

are non-executive board directors.

都只是非執行董事，

So their influence isn't that great.

所以他們沒有很大的影響力。

I've told you a bunch of terrible things.

我已經告訴你一大堆可怕的事情，

You're like, "Oh my god, how bad is that? What can I do about it?"

你可能會想：“天啊！怎麼會這樣？ 我可以做什麼？”

Well, fortunately,

幸運的是，

we've identified that there's a problem.

我們已經意識到這是個問題。

There's a lack of opportunity, and that's due to unconscious bias.

因為潛意識偏見，造成了機會的缺失。

But you might be sitting there thinking,

不過你可能會坐在一邊想

"I ain't brown. What's that got to do with me?"

“我不是有色人種，這跟我有什麼關係？”

Let me offer you a solution.

讓我告訴你一個解決方法。

And as I've said before,

如之前所說，

we live in a world where we're looking for an ideal.

我們生活在一個並不理想化的世界，

And if we want to create a world

如果我們想創造一個

where the circumstances of your birth don't matter,

我們不會受出生環境條件影響的世界，

we all have to be part of the solution.

我們都需要作出努力。

And interestingly, the author of the lab resume experiment

有趣的是，簡歷實驗的作者

offered some sort of a solution.

提供一個解決方法。

She said the one thing that brought the successful women together,

她說把成功的女性都聚集在一起的一樣事物，

the one thing that they had in common,

她們都擁有的一樣事物，

was the fact that they had good mentors.

是她們都有一個不錯的導師。

So mentoring, we've all kind of heard that before,

導師，我們都聽過這個詞，

it's in the vernacular.

通俗易懂。

Here's another challenge for you.

這是另外一個給你的挑戰，

I challenge each and every one of you to mentor someone different.

我會挑戰在座的每一位去指導幫助 一位不同的人。

Think about it.

請想一想。

Everyone wants to mentor someone who kind of is familiar,

每一個人想指導自己熟悉的人。

who looks like us,

那些長得與我們相像的人，

we have shared experiences.

我們有同樣的經歷。

If I see a Muslim chick who's got a bit of attitude,

如果我看見一個悶悶不樂的穆斯林女生

I'm like, "What's up? We can hang out."

我會說“發生什麼了？我們出去聊聊吧！”

You walk into a room and there's someone who went to the same school,

你走進一個房間， 那裡有和你同一所學校的人，

you play the same sports,

和你在做一樣的體育運動，

there's a high chance that you're going to want to help that person out.

你會更樂意去幫助他。

But for the person in the room who has no shared experiences with you

但對於房間裡的陌生人，沒有同樣經歷，

it becomes extremely difficult to find that connection.

那麼你不會想要幫助他。

The idea of finding someone different to mentor,

去幫助一個與你不同的人，

someone who doesn't come from the same background as you,

與你背景不一樣的人——

whatever that background is,

就算是任何背景——

is about opening doors for people who couldn't even get

就跟想要那些緊閉心門的人 敞開心扉一樣。

to the damn hallway.

就跟想要那些緊閉心門的人 敞開心扉一樣。

Because ladies and gentlemen, the world is not just.

因為，各位先生女士， 世界並不平等。

People are not born with equal opportunity.

人不是生而就有平等機會。

I was born in one of the poorest cities in the world, Khartoum.

我出生在世界上其中一個最窮的城市 － 喀土木（蘇丹首都）。

I was born brown, I was born female,

我有咖啡色皮膚，生為女性， 生為一個穆斯林，

and I was born Muslim in a world that is pretty suspicious of us

生活在這個出於一些我不能控制的原因 而使人們對我們充滿懷疑的世界上。

for reasons I can't control.

生活在這個出於一些我不能控制的原因 而使人們對我們充滿懷疑的世界上。

However, I also acknowledge the fact that I was born with privilege.

無論如何，我也必須承認一個事實， 我出生就帶有特權。

I was born with amazing parents,

我有一對超棒的父母，

I was given an education

我有機會接受教育，

and had the blessing of migrating to Australia.