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There was a pressure to follow that lead.
有一种追随领先地位的压力。
The Ben and Jerry’s, the Nike’s, the Google’s, there’s these larger organizations that are more forward in their communications of communicating something, but that doesn’t necessarily say that it’s followed with the appropriate action or support.
本杰里、耐克、谷歌这些较大的组织在沟通方面更加前卫，但这并不一定意味着随后会采取适当的行动或提供支持。
Although I will say that like the things that Ben and Jerry and Nike have done, truly they are leading the way.
虽然我会说，就像本杰里和耐克所做的事情一样，他们确实在引领潮流。
However, it’s one thing to put up a black square or tweet #BlackLivesMatter versus are you putting your money where your mouth is?
然而，贴出黑色方块或推特“BlackLivesMatter”话题等，说到做到了吗？
Are you hiring black professionals?
你在雇佣黑人专业人士吗？
Are you supporting black professionals in your organization?
您是否支持贵组织中的黑人专业人士？
Are you paying them? Are you promoting them?
你付钱给他们吗？你在提拔他们吗？
Are you ensuring that they have the opportunities to thrive within your organization, not just survive?
您是否确保他们有机会在您的组织内蓬勃发展，而不仅仅是生存？
When companies say how hard diversity recruiting is and we can’t find talent, it’s a pipeline problem, one, it’s not and we have the numbers that show that.
当公司说多元化招聘有多难，找不到人才时，这是一个渠道问题，其一，事实并非如此，我们有数据表明这一点。
But the second thing that I always tell organizations is that I have a theory that most underrepresented professionals, particularly black professionals, are surviving in their organizations and they want something better.
但我总是告诉组织的第二件事是，我有一个理论，大多数代表不足的专业人士，特别是黑人专业人士，都在他们的组织中生存下来，他们想让一些事情变得更好。
I want to ask about the investment.
我想问一下投资的事。
A lot of companies have spent a lot of money on unconscious biased training, and they are trying to revamp their hiring and recruitment systems.
很多公司花了很多钱在无意识的偏见培训上，他们试图改进他们的雇佣和招聘系统。
They’ve hired VPs for DE&I.
他们已经为DE&I聘请了副总裁。
I mean, I think a lot of places would say that the money is going where their mouth is.
我的意思是，我认为很多地方都会说，钱去了他们说的地方。
It’s maybe just not working well yet.
它可能只是还没有很好地发挥作用。
But what’s your assessment of that so far?
但到目前为止，你对此有何评价？
What have you been seeing?
你都看到了什么？
Okay, Curt, let’s go there. One. Research shows that unconscious bias training can actually do more harm than good, right?
好的，科特，我们来分析一下，一，研究表明，无意识的偏见训练实际上弊大于利，对吗？
We actually have to give people practical and tactical tools on how to change behavior.
实际上，我们必须为人们提供如何改变行为的实用和战术工具。
How I have directly seen how unconscious bias has actually done more harm.
我是如何直接看到无意识偏见是怎样造成更多伤害的。
In a lot of tech organizations, I was at a tech company, and a lot of the engineering hiring managers were Asian and Asian immigrants that were not born, raised, or educated in the United States.
在许多科技公司，我在一家科技公司工作，很多工程招聘经理都是亚裔和亚裔移民，他们并不是在美国出生、长大或接受教育的。
And now they’re going through unconscious bias training and you’re telling them when you see a “black” name on a resume, you should look past that and not have a bias towards that.
现在他们正在接受无意识的偏见训练，你告诉他们，当你在简历上看到一个“黑人”的名字时，你应该忘记这一点，不要对此有偏见。
You’ve literally just introduced a bias of like what a black name is to these Asian hiring managers that have no context or framing of that.
你只是给这些没有背景的亚洲招聘经理带来了一种偏见，黑人名字是什么样的。
Who may not have had the bias already.
他可能本来还没有偏见。
Who didn’t have that bias, but you literally just introduced that.
他可能是没有这种偏见的人，但是你刚刚引入了这种偏见。
A lot of the unconscious bias training is also very U.S.-centric.
很多无意识的偏见训练也是以美国为中心的。
