-
TED
英语演讲：在工作场合融洽相处的
3
种方式
我们被教育，
努力就一定会有回报，
但是这
不一定都是真的。
“性
别、肤色、种族、宗教、残疾和性取向都
会影响我们的机遇。
”
作家
梅林达·艾普勒说。在这个颇具实用性的演讲中，她分享了三种方法
来支
持职场中的弱势群体。
“并不存在纠正多样性和包容性的魔法，
”
她说，
“改变需要一步一步地发生
。
”下面是小编为大家收集关于
TED
英语演讲：在工作场合融洽相处的
3
种方式，欢迎借鉴参考。<
/p>
3
ways to be a better ally in the workplace
演讲者：
Melinda Epler
中英对照翻译
In
20xx,
I
was
an
executive
at
an
international
engineering
firm
in
San
Francisco.
It
was
my
dream
job.
Aculmination
of
all
the skills that I've
acquired over the years: story
telling,social impact, behavior change.
I was the head of
marketing and culture
and I worked with the nation's largest
health care systems, using technology
and culture change to
radically
reduce
their
energy
and
water
use
and
to
improve
their
social impact.
I was
creating
real change
in
the
world.
And
it
was the
worst professional experience of my life.
20xx
年，我在旧金山一个国际工程公司担任行政人员。那是我
梦想的工作。我能发挥自己多年
学习到的技能：叙述能力、社会影响
1
力和行为改变力。
我当时担任营销和文化主管，
并和全国最
大的医疗
系统协作，
利用科技和文化的变化来大量减少他们对能
源和水的消耗，
从而增加他们的社会影响力。我的所作所为的确改变了世界。然而，
这却是我体验过的最糟糕的职场经历。
I
hit
the
glass
ceiling
hard.
It
hurt
like
hell.
While
there
were
bigger
issues,
most
of
what
happened
were
little
behaviors
and patterns that
slowly chipped away at my ability to do my
work well. They ate away at my
confidence, my leader ship, my
capacity
to
example,
my
first
presentation
at
the
company.
I
walk
up
to
the
front
ofthe
room
to
give
a
presentation
on
the strategy that I believe is right for the
company. The
one they hired me to
create. And I look around the room at
myfellow executives.
我重重地触到了玻璃天花板
(
意为受到了职场歧视
)
，
这深深地伤
害了我。
尽管有更大的问题，
< br>但大多数都是关于行为模式的细枝末节，
正是这些琐碎的事情逐渐让我丧失了工作
热情。
他们打击了我的自信
心、领导力和创新能力。比如我在公
司的第一次演讲。我站在房间的
前面，
展示了我觉得公司应该采
取的正确策略。
这正是我被雇佣的目
的。
And
I
watch
as
they
pick
up
their
cell
phones
and
look
downat
their
laptops.
They're
not
paying
attention.
As
soon
as
I
start
to
speak,the
interruptions
begin
and
people
talk
over
me
again
2
and again and again. Some of my ideas
are flat out dismissed
and then
brought up
by somebody else
and championed. I was the
only woman in
that room. And I could have used an ally.
而当我环顾房间里行政部门的同事
，
发现他们都在摆弄手机，
或
者低头看
着电脑。他们根本没在认真听。当我开始说话时，有人开始
插嘴了，
人们一次又一次地用声音盖过我。
我的一些想法被直接无视，
之后被其他人提出，却得到了拥护。我是那个房间唯一的女性。我需
要一个盟友。
Little
behaviors
and
pattern
like
this,every
day,
again
and
again,
they
wear
you
down.
Pretty
soon,
my
energy
was
absolutely
tapped.
At
a
real
low
point,
I
read
an
article
about
toxic
work
place
culture and micro aggressions. Micro aggressions
--
everyday slights, insults,negative
verbal and nonverbal
communication,
whether intentional or not, that impede your
ability
to
do
your
work
well.
That
sounded
familiar.
I
started
to realizethat I
wasn't failing. The culture around me was
failing me. And I wasn't alone.
像这样的小事日复一日地发生，逐
渐侵蚀着我。很快，我就感到
筋疲力竭。在这段人生低谷，我恰好读到了一篇文章，关于
有害的办
公室文化和轻微的冒犯行为。例如每天有意无意的怠慢、侮辱、负面
的语言和行为，不管是有意还是无意，都让我无法高效地工作。这听
起来很
熟悉。我开始意识到，不是我的能力有问题，而是我身边的文
3
化在让我举步维艰。我并不是个例。
Behaviors and patterns like
this every day affect under
represented
people of all backgrounds in the workplace. And
that
has
a real
impact
on our
colleagues,
on
our
companies
and
our
collective
capacity
to
innovate.
So,
in
the
tech
industry,
we want quick
solutions. Butthere is no magic wand for
correcting
diversity and
inclusion. Change
happens
one
person
at a
time, one act at a time, one word at a time.
像这样的行为，
< br>每天都在影响着办公室里不同文化背景的人。
而
且这一现
象也切实影响着我们的同事、
我们的公司和我们的合作创新
能力
。在科技行业，我们通常都习惯于寻找快速的解决方案。但是纠
正多样性和包容性的魔法
并不存在。
改变只能一个人一个人、
一次一
次、一字一句地发生。
We make a mistake when we see diversity
and inclusion as
that side project over
there the diversity people are working
on,rather than this work inside all of
us that we need to do
together. And
that work begins with un learning what we know
about
success
and
opportunity.
We've
been
told
our
whole
lives
that
if we work hard, that hard work pays off, we'd get
what
we deserve, we'd live our dream.
如果我们不在意多元化和包容性，
就会忽视弱势群体的重要性，
我们要一起解决这个问题。
解决方
案从摆脱我们对成功和机遇的认知
4
开始。我们从小就被教导，一分耕耘，一分收获，我们会得到我们应
得的，梦想成真。
But
that isn't true for everyone. Somepeople have to
work
10 times as hard to get to the
same place due to manybarriers
put in
front of them by society. Your gender, your race,
yourethnicity, your religion, your
disability, your sexual
orientation,
your class,your geography, all of these can give
you more of fewer opportunities for
success.
但这句话并非
对所有人都适用。有些人需要付出
10
倍的努力，
才能获得一样的地位，
因为他们需要面对社会中的诸多障碍。
你的性
别、你的肤色、你的种族、你的宗教、你的残疾、你的性取向、你的
社会阶层，和你的所在地，这些都会决定你会获得多少机会。
And that's
where allyship comes ip is about
understanding that imbalance in
opportunity and working
tocorrect
it.
Allyship
is
really
seeing
the
person
next
to
us.
And the person
missing,who should be standing next to us. And
first, just knowing what they're
goingthrough. And then,
helping them
succeed and thrive with us. When we worktogether
to
develop
more
diverse
and
inclusive
teams,
data
shows
we
will
bemore innovative, more
productive and more profitable.
这就是为什么我们需要盟友。
盟友可
以帮助我们了解机遇上的不
公，并想方设法改变它。同盟是去了解你身边的人，和原本应
该与你
5
并肩作战的人。先去了解
他们的困境，然后帮助他们成功，继而实现
共赢。当我们一起努力创造一个更多元化和包
容的集体，数据显示，
我们会更有创造力、更有效率，并能创造更多价值。
So,
who
is
an
ally?
All
of
us.
We
can
allbe
allies
for
each
other.
As
a
white,
cisgendered
woman
in
the
United
States,there
are many ways
I'm very privileged. And some ways I'm not. And
I
work
hardevery
day
to
be
an
ally
for
people
with
less
privilege
than me. And I
stillneed allies, too.
那么，谁是盟友
?
我们所有人。我们都是彼此
的盟友。作为一个
在美国的白人女性，
在很多方面我都是有优势
的，
而在有些方面则不
然。我每天都努力工作，成为比我出境更
艰难的人的盟友。
但是我
也需要盟友。
In the tech
industry, like in many industries, there are
many people who are underre presented,
or face barriers and
discrimination.
Women, people who are nonbinary -- so people
who don't necessarily identify as man
or woman -- racial and
ethnic
minorities,
LGBTQIA,people
with
disabilities,
veterans,
anybody over age
35.
在科技行业，和其他行业
一样，有很多人受到了忽视，或者面对
着障碍和歧视。
女性，<
/p>
非传统性别——就是不被男女性别所定义的人
——肤色和种族上的
少数族群、
LGBTQIA
、残疾人、退役军人、所有
超过
35
岁的人。
6
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