TED@UPS
Janet Stovall: How to get serious about diversity and inclusion in the workplace
珍妮特 斯托瓦尔: 如何在职场中认真对待多样化与包容性
Filmed:
Readability: 3.8
1,692,190 views
想象一个公司，在那里所有肤色和族裔的人都在攀爬企业的阶梯——我们在职场里学习的多样性会影响我们日常的一言一行。我们该如何创造这种环境？在这段率直的演讲中，包容性倡导人珍妮特 斯托瓦尔（Janet Stovall）分享了她的三步计划，来实现一个人人都感到安全的，能够去展示一个真实自己的职场。
Janet Stovall - Inclusion advocate, speechwriter
UPS's Janet Stovall has developed a business approach that addresses corporate racism head-on -- and has created methods to help dismantle it. Full bio
UPS's Janet Stovall has developed a business approach that addresses corporate racism head-on -- and has created methods to help dismantle it. Full bio
Double-click the English transcript below to play the video.
00:13
Everybody has that one friend --
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所有人都有那种朋友——
00:16
you know, the single-minded one,
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那种特别专注的朋友，
00:18
the one who, no matter
what the question is,
what the question is,
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不管问题是什么，
00:21
always finds a way to make the answer
whatever it is she's single-minded about.
whatever it is she's single-minded about.
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总会想方设法从
她所专注的事情中寻找答案。
她所专注的事情中寻找答案。
00:26
I'm that friend.
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我就是那种朋友。
00:28
(Laughter)
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(笑声)
00:29
And the thing that I'm single-minded about
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我专注于一件事——
00:32
is racism.
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种族主义。
00:34
If someone were to ask me, "So, Janet,
got any plans for the 4th of July?"
got any plans for the 4th of July?"
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如果有人问我，
“ 珍妮特, 独立日有什么安排吗？”
“ 珍妮特, 独立日有什么安排吗？”
00:38
I'm subject to answer, "Yeah,
I'm going to binge-watch 'Roots.'"
I'm going to binge-watch 'Roots.'"
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我只能回答，
“有啊，我准备看电视剧《根》。”
“有啊，我准备看电视剧《根》。”
00:41
(Laughter)
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(笑声)
00:42
Or if they said, "Janet,
I've got a joke for you:
I've got a joke for you:
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或者他们说，
“珍妮特, 我给你讲个笑话：
“珍妮特, 我给你讲个笑话：
00:45
Why'd the chicken cross the road?"
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为什么鸡会过马路？”
00:47
"Uh, was it a black chicken?
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"嗯？是只黑鸡吗？
00:49
Probably gentrification."
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可能是由于城中村正在改造。”
00:51
(Laughter)
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（笑声）
00:54
(Applause)
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（鼓掌）
01:01
But for me, single-mindedness
is not just caring about something.
is not just caring about something.
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于我而言，专注并不只意味着
对某事特别在意。
对某事特别在意。
01:05
It's caring about something enough
to do something about it.
to do something about it.
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专注意味着
因在意一件事而采取行动。
因在意一件事而采取行动。
01:09
It's not just thinking, it's doing.
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重点不在“想”，
而在“做”。
而在“做”。
01:13
It's not just praying,
it is moving your feet.
it is moving your feet.
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重点不在祈祷，
而在迈出去脚步。
而在迈出去脚步。
01:18
And the reason I'm single-minded
about racism is because I know
about racism is because I know
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我如此专注于种族主义问题，
是因为我明白
是因为我明白
01:22
single-mindedness can destroy it.
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专注能消灭种族歧视。
01:26
I learned that many, many years ago.
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我许多年前
就明白了这个道理。
就明白了这个道理。
01:28
Back in 1984, I was a junior
at Davidson College
at Davidson College
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1984 年，我在北卡罗来纳州戴维森市
01:31
in Davidson, North Carolina.
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的戴维森学院念大三。
01:34
Now, Davidson is a little-bitty town,
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戴维森是一个很小的南部小镇，
01:36
Southern town, split by railroad tracks,
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被铁路一分为二，
01:38
with white Davidson on one side,
black Davidson on the other side,
black Davidson on the other side,
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白人住在铁路一边，
黑人住在另一边，
黑人住在另一边，
01:42
and, as black students lived
on the white side of the tracks,
on the white side of the tracks,
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作为住在白人区的黑人学生，
01:46
we got used to being stopped
in downtown and asked for ID,
in downtown and asked for ID,
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我们习惯了在镇上被拦住，
要求出示身份证件，
要求出示身份证件，
01:50
until the police memorized our faces.
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直到警察们
记住我们的长相为止。
记住我们的长相为止。
01:53
But fortunately,
that didn't take too long,
that didn't take too long,
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幸运的是，
他们记得很快。
他们记得很快。
01:55
because out of 1,200 students,
only 52 of us were black.
only 52 of us were black.
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因为 1200 个学生里
只有 52 个是黑人。
只有 52 个是黑人。
01:59
There was on black professor
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大学里有只有一个黑人教授，
02:00
and one black assistant dean.
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一个黑人副院长。
02:03
Things weren't a lot better on campus.
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在校园里，这种情况屡见不鲜。
02:05
Well, I wasn't OK with this.
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我不满意这种情况，
02:08
And so, I started writing things.
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所以我写下了我的想法，
02:10
And then I started yelling things.
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然后我开始呼吁我的想法。
02:12
And after about three years of that,
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我坚持了 3 年，
02:14
I got tired.
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然后我累了。
02:15
So I decided to write one more thing;
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所以我决定写下最后一件事：
02:18
I wrote something called "Project '87."
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我把这件事命名为“ 87 计划”。
02:21
Project '87 was really
just a challenge to Davidson:
just a challenge to Davidson:
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87 计划其实是对
戴维森学院的一个挑战：
戴维森学院的一个挑战：
02:25
in three years, by 1987,
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三年之内，
也就是在 1987 年之前，
也就是在 1987 年之前，
02:28
enroll 100 black students,
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录取 100 个黑人学生，
02:31
hire 10 black professors,
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雇用 10 个黑人教授，
02:34
create five Black Studies classes
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开设 5 个黑人文化课程，
02:36
and hire one black dean.
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雇用 1 个黑人院长。
02:39
It didn't seem particularly revolutionary,
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这个挑战看起并不是特别新颖，
02:41
but what was different about it was,
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但它的特别之处在于，
02:43
we also challenged Davidson
to say that if you don't do this,
to say that if you don't do this,
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如果戴维森学院不接受这个挑战，
02:47
we will question
your commitment to diversity.
your commitment to diversity.
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那我们将会对此学院
族裔多样化的保证提出质疑。
族裔多样化的保证提出质疑。
02:50
It was a real problem.
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这是个实质问题。
02:52
We put some real numbers to it.
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我们的挑战里含有清楚的目标数值。
02:54
We gave them some real consequences.
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我们列出了实质的后果。
02:56
Well, the campus went absolutely nuts.
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学校快被逼疯了。
02:59
But fortunately, in the middle of this,
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幸运的是，
这件事发生时，
这件事发生时，
03:01
Davidson got a new president,
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戴维森学院迎来了一个新校长，
03:03
and that president was
single-minded about racism, too.
single-minded about racism, too.
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这个新校长
也专注于种族主义问题。
也专注于种族主义问题。
03:07
And so, he created a task force
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于是他建立了一支行动小队
03:10
to address the issues in Project '87.
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来解决 87 计划里提出的问题。
03:12
And several months after that,
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几个月之后，
我们写出了一个 77 页长的报告。
03:14
we produced a 77-page report.
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03:19
That report was the foundation
for all the change that came after it.
for all the change that came after it.
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这个报告为之后的各种变化
奠定了基础。
奠定了基础。
03:24
Now, I wasn't there to see that change,
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我并没有亲眼目睹这些变化，
03:27
because, actually, in 1985,
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因为在 1985 年，
03:30
I graduated.
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我毕业了。
03:31
(Applause)
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（鼓掌）
03:36
You are looking at the three
happiest people on the planet that day,
happiest people on the planet that day,
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照片里是那天全世界
最开心的 3 个人，
最开心的 3 个人，
03:41
because I am leaving.
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因为我要离开那个学校了。
03:43
(Laughter)
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（笑声）
03:45
However, the change did happen,
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但是变化的确发生了，
03:47
and today, there are 185 black students,
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如今，那里有 185 个黑人学生，
03:51
there are 16 black
or multiracial professors,
or multiracial professors,
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16 个黑人或其他族裔的教授，
03:55
there are four black deans,
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4 个黑人院长，
03:56
and there's an entire degree-granting
Africana Studies Department.
Africana Studies Department.
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以及 1 个授予学位的非洲文化研究系。
04:01
(Applause)
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（鼓掌）
04:07
Project '87 changed Davidson.
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87 计划改变了戴维森。
04:09
But it also changed me,
because what it taught me
because what it taught me
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也改变了我，让我明白
04:12
was there's a lot of power
in single-mindedness.
in single-mindedness.
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专注蕴含着很多力量。
04:16
Well, today, I'm an executive speechwriter
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如今，我是全世界
最大企业之一的
最大企业之一的
04:19
for one of the biggest
companies in the world.
companies in the world.
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一名高层讲演稿撰写人。
04:22
It's a profession that is 92 percent white
and predominantly male,
and predominantly male,
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这个职业里 92% 是白人，
大部分是男性。
大部分是男性。
04:27
which makes me a little bit of a unicorn.
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在这里我就相当于一只独角兽，
04:30
But I'm a single-minded unicorn.
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但我是一只专注的独角兽。
04:32
(Laughter)
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（笑声）
04:33
So the thing about speech writing
is, it's very personal.
is, it's very personal.
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撰写演讲稿
是一件很私人化的事情。
是一件很私人化的事情。
04:37
So I spend a lot of time
in deep conversation
in deep conversation
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所以我会和 CEO,
以及高级行政官们
以及高级行政官们
04:40
with the CEO and senior executives,
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展开很多深刻的谈话。
04:43
and a lot of times those conversations
turn to diversity and inclusion,
turn to diversity and inclusion,
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话题总会转移到
种族多样化和包容性上，
种族多样化和包容性上，
04:47
which, of course, I'm always
happy to talk about.
happy to talk about.
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当然，
我总是很乐意讨论这些话题。
我总是很乐意讨论这些话题。
04:51
But after quite a few
of these conversations,
of these conversations,
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但是经历过很多类似的交谈之后，
04:53
I've come to a conclusion:
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我得出了一个结论：
04:55
I believe that business
is in a position to do something
is in a position to do something
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我相信商业能够实现
04:59
that no other entity can do.
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其它行业做不到的事情。
05:02
Business can dismantle racism.
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商业能够消除种族主义，
05:06
Now, colleges can't do it.
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而大学做不到。
05:07
There aren't but 5,000 of them
in the United States
in the United States
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美国仅有 5000 多所大学，
05:10
and only 20 million students enrolled.
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这些大学里
仅仅有 2000 万学生在读。
仅仅有 2000 万学生在读。
05:12
Church can't do it, either --
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教堂也无法消除种族歧视——
05:14
only 35 percent of us go
on a regular basis,
on a regular basis,
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只有 35% 的美国人定期去教堂，
05:16
and when we do,
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而且当我们去教堂时，
05:18
eleven o'clock Sunday morning
is "the most segregated hour" in America.
is "the most segregated hour" in America.
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星期天早上 11 点钟是
全美最”种族隔离的时刻”。
全美最”种族隔离的时刻”。
05:23
But business?
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但是商业呢？
05:24
There are a 162 million people
in the US workforce alone --
in the US workforce alone --
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美国约有
一亿六千二百万的劳动力——
一亿六千二百万的劳动力——
05:31
people of all races,
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横跨所有族裔，
05:32
united in the spirit of wanting a paycheck
and having to show up to get it.
and having to show up to get it.
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他们都被为拿到薪水而去工作
这种精神团结起来。
这种精神团结起来。
05:37
(Laughter)
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（笑声）
05:39
Now, I'm aware that diversity
is bigger than race,
is bigger than race,
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我明白多样化并不局限于种族，
05:43
and racism is bigger than America.
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而种族主义并不局限于美国。
05:45
But racial discrimination
is the most prominent form,
is the most prominent form,
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但是种族歧视是最突出的表现，
05:49
and Lord knows America is
the absolute best at it.
the absolute best at it.
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而我们都知道
美国最擅长歧视。
美国最擅长歧视。
05:52
So what if, though, what if
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但是，如果
05:56
we worked in diverse
and inclusive environments
and inclusive environments
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我们在具有包容性
和多样化的环境中工作，
和多样化的环境中工作，
06:01
that we had something
to do something with?
to do something with?
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我们能做些什么呢？
06:03
And since we spend
one-third of our lives at work,
one-third of our lives at work,
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既然我们一生
三分之一的时间都在工作，
三分之一的时间都在工作，
06:07
what if we did that with people
who didn't look like us?
who didn't look like us?
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与不同族裔的人一起
度过这些时间又会怎样？
度过这些时间又会怎样？
06:11
I think the world would be
a totally different place outside of work.
a totally different place outside of work.
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我想工作外的世界会变得截然不同。
06:15
That can happen if business
gets single-minded about racism.
gets single-minded about racism.
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如果企业能专注于种族主义问题，
这种场景就有可能实现。
这种场景就有可能实现。
06:21
But the question is:
How is that supposed to happen?
How is that supposed to happen?
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但问题是：要如何实现呢？
我认为 87 计划有三个方面
值得企业借鉴：
值得企业借鉴：
06:23
Well, I think there are three things
that business can borrow from Project '87:
that business can borrow from Project '87:
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06:27
real problems,
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实质问题，
06:29
real numbers,
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实际目标数值，
06:30
real consequences.
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实质后果。
06:33
Like it or not,
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无论你认可与否，
06:35
diversity is not really a problem
for business -- yet.
for business -- yet.
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到目前为止，种族多样化
还不算是商业领域的大问题，
还不算是商业领域的大问题，
06:38
I mean, it's a nice thing to have,
it's the right thing to do,
it's the right thing to do,
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促进多样化是个好的目标，
也是正确的行动。
也是正确的行动。
06:42
but for decades, we've been trying
to make the case
to make the case
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但数十年来，
我们一直尝试证明
我们一直尝试证明
06:45
that diversity fuels innovation
and customer insight.
and customer insight.
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多样化能激发
创新和市场洞察力。
创新和市场洞察力。
06:49
I mean, at this point,
it's kind of a no-brainer,
it's kind of a no-brainer,
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这已经成为一个
无需解释的观点了。
无需解释的观点了。
06:52
a little bit like hearing
a smoke alarm going off
a smoke alarm going off
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就像听见烟雾报警器响，
06:54
and standing with your hand
on the hot door,
on the hot door,
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手摸着滚烫的门，
06:56
waiting for some data to tell you
that your house is on fire.
that your house is on fire.
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等待着数据告诉你房子着火了。
07:00
Because the data is already there.
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因为已经有数据证明了，
07:02
Ethnically diverse companies perform
33 percent better than the norm.
33 percent better than the norm.
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种族多样化企业
比普通企业的业绩高 33%。
比普通企业的业绩高 33%。
07:08
Forbes's best workplaces for diversity
enjoy 24 percent higher revenue growth.
enjoy 24 percent higher revenue growth.
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福布斯名单中
”最佳多元化企业“的收益则高出 24%。
”最佳多元化企业“的收益则高出 24%。
07:15
And yet, here we are in 2018,
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然而现在是 2018 年，
07:18
and there are only three black CEOs
in the Fortune 500.
in the Fortune 500.
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财富世界 500 强之内
只有三名黑人 CEO。
只有三名黑人 CEO。
07:23
And if your name is Molly or Connor,
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如果你的名字是莫利或康纳，
07:26
you've got a 14 percent better chance
of getting a callback on your resume
of getting a callback on your resume
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你寄出简历收到面试的几率
07:30
than if your name is Shanice or DeShawn.
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会比叫做沙妮思
或德肖恩的人高 14%，
或德肖恩的人高 14%，
07:33
And all of this, despite
the fact that by 2045,
the fact that by 2045,
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尽管到 2045 年，
美国将会成为一个
少数族裔占多数的国家。
少数族裔占多数的国家。
07:38
America is projected to be
a minority-majority country.
a minority-majority country.
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重要的是：
07:44
Here's the thing:
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如今商业领域多样化的情况
07:45
the business case for diversity,
as it stands today,
as it stands today,
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并没有显露任何问题。
07:48
doesn't really speak to any problem.
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能让商业专注于
种族多样化的情况
种族多样化的情况
07:51
And the only way business
is going to get single-minded
is going to get single-minded
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只有一个：
07:54
about racial diversity
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那就是当这个问题
危及到除有色人种以外
危及到除有色人种以外
07:56
is if it has a problem that is urgent
and relative to somebody
and relative to somebody
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其他人的利益的时候。
08:00
other than people of color.
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08:02
I got one:
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我举个例子：
员工和顾客怎么样？
08:04
How about employees and customers?
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08:07
Because no matter what business you're in,
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因为不管你在哪个行业，
员工和顾客是必不可少的吧？
08:09
you're going to need those, right?
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好，
我们现在讨论一下实际数值。
我们现在讨论一下实际数值。
08:11
Well, let's talk about some real numbers.
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08:14
If you have employees and customers,
wouldn't it make sense
wouldn't it make sense
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如果你拥有员工和顾客，
他们长得像为你工作的人
也讲得通吧？
也讲得通吧？
08:18
if they looked a little bit like
the people that work for you?
the people that work for you?
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这样的话，你雇用的
13% 的员工应该是黑人，
13% 的员工应该是黑人，
08:23
So if that's the case, maybe your employee
base should be 13 percent Black
base should be 13 percent Black
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08:28
and 18 percent Hispanic,
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18% 应该是拉丁美洲人，
08:30
because that's what
the population looks like.
the population looks like.
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因为这就是美国人口的分布。
也许这就是客户的分布。
08:32
Maybe that's what
your customer base looks like.
your customer base looks like.
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但让我们说清楚了：
08:36
But let's be clear:
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多样化和包容性不是一件事情。
08:37
diversity and inclusion
are not the same things.
are not the same things.
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多样化与数值有关，
08:41
Diversity is a numbers game.
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包容性与影响力相关。
08:43
Inclusion is about impact.
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企业可以要求种族多样化，
08:46
Companies can mandate diversity,
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08:48
but they have to cultivate inclusion.
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但他们只能培养包容性。
如果你追求包容性，
08:51
And if inclusion is what you're after,
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08:54
you've got to calculate
some slightly different numbers.
some slightly different numbers.
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你需要计算的数字
可能会有点不同。
可能会有点不同。
30% 怎么样？
08:57
How about 30 percent?
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因为研究表明，只有此时
09:00
Because that's the point
that research shows
that research shows
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少数族裔的诉求才开始被采纳。
09:02
at which the voices of minorities
actually begin to be heard.
actually begin to be heard.
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如果你有一个实质问题，
09:08
If you want a real problem,
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你需要实际的数值来解决它，
09:10
you're going to need
real numbers to fix it,
real numbers to fix it,
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如果你不愿意定下准确的目标，
09:12
and if you're not willing
to set real numbers,
to set real numbers,
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这说明你对多样化和包容性
也不是那么在意。
也不是那么在意。
09:14
then maybe you're not real serious
about diversity and inclusion.
about diversity and inclusion.
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这就说到了我第三个观点：
09:17
That brings me to my third point:
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09:20
real consequences.
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实质后果。
09:23
Think about this:
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想象一下：
09:24
when salespeople forget what they're doing
and don't come up with their numbers,
and don't come up with their numbers,
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当售货员不完成工作，
没有达到目标时，
没有达到目标时，
09:28
what do we do?
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我们怎么做？
我们给他们一点时间，
或者一些训练。
或者一些训练。
09:29
We give them a little time,
maybe we give them some training.
maybe we give them some training.
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但如果他们不达到最终目标，
09:32
But then if they don't hit
those numbers eventually,
those numbers eventually,
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我们会解雇他们。
09:35
we fire them.
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然而当谈论到多样化和包容性时，
09:36
However, when you start talking
about diversity and inclusion,
about diversity and inclusion,
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我们会用到像”负责“之类的词。
09:39
we use terms like "accountability."
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也许我们会责骂，
或者收回一些奖励。
或者收回一些奖励。
09:42
And maybe we scold, and maybe
we hold back an incentive or two.
we hold back an incentive or two.
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09:46
But you know what the best incentive is?
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但你知道
最好的奖励是什么吗？
最好的奖励是什么吗？
09:48
A job.
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是一份工作。
最好的抑制因素呢？
09:49
And you know what
the best disincentive is?
the best disincentive is?
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失去这份工作。
09:51
Losing it.
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所以如果企业真心想问责，
09:53
So if companies really
want accountability,
want accountability,
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他们应该假定责任是被给予的。
09:56
they should assume that that is a given.
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后果是当你没有完成
自己的责任后产生的。
自己的责任后产生的。
09:58
Consequences are what happen when you
don't do what you're accountable for.
don't do what you're accountable for.
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4234
10:04
Imagine this:
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1988
想象一下：
10:06
imagine a place where people
of all colors and all races
of all colors and all races
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想象一个地方，
所有肤色和种族的人们
所有肤色和种族的人们
10:13
are on and climbing every rung
of the corporate ladder;
of the corporate ladder;
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都在攀爬企业的阶梯，
10:17
where those people feel safe --
indeed, expected --
indeed, expected --
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在此处所有人都感到安全——
这也是我们所期待的——
这也是我们所期待的——
10:22
to bring their unassimilated,
authentic selves to work every day,
authentic selves to work every day,
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能够把一个未同化的，
真正的自己展现在工作中，
真正的自己展现在工作中，
10:26
because the difference that they bring
is both recognized and respected.
is both recognized and respected.
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因为人们所展示的不同
是会被尊重与认可的。
是会被尊重与认可的。
再想象这样一个地方，
我们让在工作中认识到的多样化
我们让在工作中认识到的多样化
10:32
And imagine a place where the lessons
we learn about diversity at work
we learn about diversity at work
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真正影响了我们
工作外的一言一行。
工作外的一言一行。
10:38
actually transform the things we do,
think and say outside of work.
think and say outside of work.
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10:44
That is what happens
if we all work together
if we all work together
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如果我们一起努力
弥补过错，
弥补过错，
就可以实现这件事。
10:47
to fix what's broken.
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当我们停止为改变而祈祷，
10:48
That is what happens if we stop
praying for change to happen
praying for change to happen
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10:52
and actually start moving
our feet to making it.
our feet to making it.
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而是开始行动时，
这些都会成为现实。
这些都会成为现实。
10:55
That is the power of single-mindedness.
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这就是专注的力量。
10:58
Thank you.
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谢谢。
（鼓掌）
10:59
(Applause)
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ABOUT THE SPEAKER
Janet Stovall - Inclusion advocate, speechwriterUPS's Janet Stovall has developed a business approach that addresses corporate racism head-on -- and has created methods to help dismantle it.
Why you should listen
As one of only a handful of Black students on campus at Davidson College in North Carolina in the mid-80s, Janet Stovall witnessed racism and exclusion firsthand. Rather than retreating, this experience inspired Stovall to explore and initiate difficult conversations about race. By graduation, she had devised a plan to kickstart diversity initiatives that even now is recognized and referenced as the catalyst for changes that created a more diverse and inclusive Davidson. As an executive communications expert, Stovall has developed a business approach that addresses corporate racism head-on and has created methods to help dismantle it. At UPS, she is the primary speechwriter for the CEO and other senior leaders.
Stovall is working towards a Master's degree in integrated marketing communications from Georgetown University. In her spare time, she's exploring how people of color navigate predominately white colleges and corporate America, and the cultural and culinary links between past and present people of the African Diaspora.
Janet Stovall | Speaker | TED.com