评论
打印
Perhaps more to the point is the fact that the training infuriates the people it’s intended to educate: white men.
也许，更重要的是，这种培训激怒了它本打算教育的人群：白人男性。
“Many interpreted the key learning point as having to walk on eggshells around women and minorities—choosing words carefully so as not to offend.
“很多人都把关键的学习要点理解为要小心翼翼地和女性和少数民族相处，也即注意措辞，避免冒犯他们上面。
Some surmised that it meant white men were villains,
有人则误解为白人被当成了恶棍，
still others assumed that they would lose their jobs to minorities and women,
还有一些人认为少数民族和女性会抢了他们的饭碗，
while others concluded that women and minorities were simply too sensitive,”
另外一些人则认为是妇女和少数民族太敏感了。”
executives Rohini Anand and Mary-Frances Winters noted in a 2008 analysis of diversity training in the Academy of Management Learning & Education.
高管Rohini Anand和Mary-Frances Winters在2008年针对管理学习与教育学院多元化培训的分析中指出。
Training done badly can also damage otherwise cordial relationships.
训练开展得不好还会损害原本的亲密关系。
Women and minorities often leave training sessions, thinking their co-workers must be even more biased than they had previously imagined.
女性和少数民族员工经常会中断培训课程，因为他们觉得他们的同事可能会比他们想象的更加偏颇。
In a more troubling development, it turns out that telling people about others’ biases can actually heighten their own.
一项更加令人不安的研究表明，向别人倾诉自己受到的偏见会加深自己对他人的偏见。
Researchers have found that when people believe everybody else is biased, they feel free to be prejudiced themselves.
研究人员发现，当人们认为其他人都有偏见时，他们就会心安理得地对他人产生偏见。
In one study, a group of managers was told that stereotypes are rare, while another group was told that stereotypes are common.
在一项研究中，一组经理被告知刻板印象很少见，另一组则被告知刻板印象很常见。
Then both groups were asked to evaluate male and female job candidates.
接下来由两组经理来评估男性和女性求职者。
The managers who were told that stereotypes are common were more biased against the women.
被告知刻板印象很常见的管理者更容易对女性求职者产生偏见。
In a similar study, managers didn’t want to hire women and found them unlikable.
在一项类似的研究中，经理们甚至不愿意雇用女性，觉得他们不可靠。
The evidence is damning.
并且证据确凿。
Yet companies continue to invest heavily in diversity training spending, by one estimate, almost $8 billion a year.
然而，很多公司仍在继续大力投资多元化培训，据估计，每年投资的额度将近80亿美元。
It has led to what the Economist dubbed “diversity fatigue.”
由此便出现了《经济学人》所谓的那种“多元化疲劳”现象。
In a recent article, the magazine suggested that 12 of the most terrifying words in the English language are
该杂志在最近的一篇文章中暗示，英语中最可怕的12个单词是
I’m from human resources, and I’m here to organize a diversity workshop.
我是HR，来组织多元化研讨会。
