首页 > 学习园地 > 英语学习

硅谷须增强员工多元化

雕龙文库

【简介】感谢网友“雕龙文库”参与投稿,这里小编给大家分享一些,方便大家学习。

 

Silicon Valley is in love with “disruption — ideas andpractices that subvert the established order. Sohere’s one: how about telling rich white men it is up to them to make tech companies morediverse?

硅谷迷上了“破坏——颠覆现有秩序的创意和实践层出不穷。那么,现在就有一个创意:告诉有钱的白人男性,让科技公司更具多样性是他们的责任。这个主意如何?

To some the idea will sound reminiscent of a headline in satirical publication The Onion: “ManFinally Put In Charge of Struggling Feminist Movement. But there is a serious point. In sectorswhere women, ethnic minorities and other groups are already under-represented, is it fair toimpose on them the extra burden of fighting for equality? For women with young children,there is a double bind: the caring responsibilities that make it hard to juggle work and familymake it harder to find time to appear on panels about women in tech.

对一些人来说,这种想法听起来像讽刺小报《洋葱》(The Onion)会使用的标题:“男人最终接管了陷入困境的女权运动。但这种想法很有意义。在女性、少数族群及其他团体处于弱势的领域,在他们身上强加为平等而斗争的额外负担,这样公平吗?对于要抚养幼儿的女性来说,她们处在双重枷锁之中:照顾子女的责任让她们很难兼顾工作和家庭,更难有时间出现在科技公司关于女性的小组讨论中。

There are many reasons why the tech world does not reflect the wider population, fromhomophily — where those in power appoint and promote people with similar backgrounds — tothe prevalence of a peculiar type of male-dominated geek culture or the fact that manycompanies lionise long hours. (Witness the Soylent craze, where twentysomethings at start-ups boast of drinking vitamin shakes to save time on meals.)

导致科技领域不能反映更广泛人口结构特征的原因有很多,从同质性(掌权者任命和提拔与自己背景相似的人)到男性主导的极客(geek)文化的流行,以及许多公司奉行长时间加班的文化(神奇饮料Soylent的流行就是一个明证,初创企业中20多岁的员工们吹嘘喝这种维生素饮料可以节省下吃饭的时间。)

It is to big tech companies’ credit that many have taken steps to address the lack ofdiversity. Google provides workshops to combat unconscious bias in hiring, and has createdemployee networks (including “Gayglers and “Greyglers) to link members of under-represented groups. Importantly, like Apple, Facebook and others, it also publishes data on itsworkforce. This means even diversity sceptics can see the scale of the inequality: at Twitter ,only 10 per cent of tech jobs were held by women in 2023; 2 per cent of Google’s US workforcewere black and 3 per cent were Hispanic. (In the US workforce as a whole, those figures are 12and 14 per cent. Women make up more than half of the general population.)

许多大型科技公司已经在采取措施解决多样性不足的问题,这值得称赞。谷歌(Google)通过研讨会应对招聘中无意识的偏见,并为弱势群体建立员工网络——包括同性恋员工(Gayglers)和大龄员工(Greyglers)。更重要的是,同苹果(Apple)、Facebook及其他公司一样,谷歌还发布员工多样性数据。这意味着,即使是对多样性持怀疑态度的人也可以看出不平等的程度:在Twitter,2023年只有10%的技术职位由女性从事;谷歌在美国的雇员中2%是黑人,3%是拉美裔。(在美国全体劳动人口中,黑人和拉美裔的比例分别为12%和14%。女性占总人口的一半以上。)

Last month junewas the second time Google published its diversity data, and the updatedfigures show that while progress is happening, it is horribly slow. That is where powerful whitemen come in. They can make the case for diversity and never be accused of special pleading;they are obviously not acting out of self-interest. And, because they have reached the top,they have the power to set culture through the ranks.

上月,谷歌第二次发布了其员工多样性数据,新数据显示,虽然该公司在多样性方面正在取得进步,但这种进步是极其缓慢的。这正是掌握着权力的白人男性可以发挥作用的地方。他们可以阐明推动多样性的理由,而绝不会被指责为诡辩——他们这样做显然并非出于自身利益。而且,因为身处公司最高职位,他们有权力建立贯穿所有层级的企业文化。

Helena Morrissey — the investment fund manager (and mother of nine) who heads the 30 PerCent Club, an initiative to get more women on boards — is adamant that men need to muckin. This year she recalled the revelation she had at a City of London women’s lunch on thesubject: “I realised we were all stuck. And then I realised that we needed men, or we neededpeople in power, to change it. Another important idea occurred when her company, Newton,went through a difficult patch soon after she took over. The company offered all staff a moveto a four-day week to cut its wage bill. A surprising number of men accepted. “It broke thestigma, she said.

投资基金经理海伦娜•莫里西(Helena Morrissey)育有九个孩子,她是致力于让更多女性进入董事会的“百分之三十俱乐部(30 Per Cent Club)的负责人。她坚信,男人也应该出一份力。今年,她回忆起曾经在伦敦金融城女性午餐话题会上得到的启示:“我意识到,我们都没主意了。然后我意识到,我们需要男人或者说掌握权力的人来改变局面。当牛顿投资管理公司(Newton)在她接管不久后遭遇困难时,她又有一个新的想法。该公司向所有员工提出一项举措,一周可以工作4天,以削减工资开支。接受该提议的男性人数之多令人意外。“这洗掉了污名,她说。

The book often cited by those seeking to encourage women to succeed in business is Lean Inby Sheryl Sandberg, Facebook’s chief operating officer. She suggests they ensure theirdomestic partner is “a real partner, one who does a fair share of housework and childcare.Perhaps what is needed now is for a man of comparable stature to make the mirror-imagecase: to tell his fellow men that spending time with their family will be as rewarding as a late-night conference call with Beijing, or to announce he is working part-time while his childrenare small. The media can help by routinely quizzing male executives about whether it is possiblefor them to “have it all.

那些鼓励女性努力去取得事业成功的人,经常引用Facebook首席运营官谢里尔•桑德伯格(Sheryl Sandberg)所著的《向前一步》(Lean In)一书。桑德伯格建议,女性要确保自己的丈夫是“一个真正的伙伴,能够公平地分担做家务和照顾孩子的责任。也许,现在所需要的是让一个有相当地位的男人现身说法:告诉他的男性同胞,花时间陪伴家人,意义堪比与北京方面进行一次深夜电话会议,或讲述当孩子还小时,他做的是兼职工作。媒体也可以起到作用,经常在男性高管中间调查一下,他们能否做到“同时兼顾家庭和工作。

 

Silicon Valley is in love with “disruption — ideas andpractices that subvert the established order. Sohere’s one: how about telling rich white men it is up to them to make tech companies morediverse?

硅谷迷上了“破坏——颠覆现有秩序的创意和实践层出不穷。那么,现在就有一个创意:告诉有钱的白人男性,让科技公司更具多样性是他们的责任。这个主意如何?

To some the idea will sound reminiscent of a headline in satirical publication The Onion: “ManFinally Put In Charge of Struggling Feminist Movement. But there is a serious point. In sectorswhere women, ethnic minorities and other groups are already under-represented, is it fair toimpose on them the extra burden of fighting for equality? For women with young children,there is a double bind: the caring responsibilities that make it hard to juggle work and familymake it harder to find time to appear on panels about women in tech.

对一些人来说,这种想法听起来像讽刺小报《洋葱》(The Onion)会使用的标题:“男人最终接管了陷入困境的女权运动。但这种想法很有意义。在女性、少数族群及其他团体处于弱势的领域,在他们身上强加为平等而斗争的额外负担,这样公平吗?对于要抚养幼儿的女性来说,她们处在双重枷锁之中:照顾子女的责任让她们很难兼顾工作和家庭,更难有时间出现在科技公司关于女性的小组讨论中。

There are many reasons why the tech world does not reflect the wider population, fromhomophily — where those in power appoint and promote people with similar backgrounds — tothe prevalence of a peculiar type of male-dominated geek culture or the fact that manycompanies lionise long hours. (Witness the Soylent craze, where twentysomethings at start-ups boast of drinking vitamin shakes to save time on meals.)

导致科技领域不能反映更广泛人口结构特征的原因有很多,从同质性(掌权者任命和提拔与自己背景相似的人)到男性主导的极客(geek)文化的流行,以及许多公司奉行长时间加班的文化(神奇饮料Soylent的流行就是一个明证,初创企业中20多岁的员工们吹嘘喝这种维生素饮料可以节省下吃饭的时间。)

It is to big tech companies’ credit that many have taken steps to address the lack ofdiversity. Google provides workshops to combat unconscious bias in hiring, and has createdemployee networks (including “Gayglers and “Greyglers) to link members of under-represented groups. Importantly, like Apple, Facebook and others, it also publishes data on itsworkforce. This means even diversity sceptics can see the scale of the inequality: at Twitter ,only 10 per cent of tech jobs were held by women in 2023; 2 per cent of Google’s US workforcewere black and 3 per cent were Hispanic. (In the US workforce as a whole, those figures are 12and 14 per cent. Women make up more than half of the general population.)

许多大型科技公司已经在采取措施解决多样性不足的问题,这值得称赞。谷歌(Google)通过研讨会应对招聘中无意识的偏见,并为弱势群体建立员工网络——包括同性恋员工(Gayglers)和大龄员工(Greyglers)。更重要的是,同苹果(Apple)、Facebook及其他公司一样,谷歌还发布员工多样性数据。这意味着,即使是对多样性持怀疑态度的人也可以看出不平等的程度:在Twitter,2023年只有10%的技术职位由女性从事;谷歌在美国的雇员中2%是黑人,3%是拉美裔。(在美国全体劳动人口中,黑人和拉美裔的比例分别为12%和14%。女性占总人口的一半以上。)

Last month junewas the second time Google published its diversity data, and the updatedfigures show that while progress is happening, it is horribly slow. That is where powerful whitemen come in. They can make the case for diversity and never be accused of special pleading;they are obviously not acting out of self-interest. And, because they have reached the top,they have the power to set culture through the ranks.

上月,谷歌第二次发布了其员工多样性数据,新数据显示,虽然该公司在多样性方面正在取得进步,但这种进步是极其缓慢的。这正是掌握着权力的白人男性可以发挥作用的地方。他们可以阐明推动多样性的理由,而绝不会被指责为诡辩——他们这样做显然并非出于自身利益。而且,因为身处公司最高职位,他们有权力建立贯穿所有层级的企业文化。

Helena Morrissey — the investment fund manager (and mother of nine) who heads the 30 PerCent Club, an initiative to get more women on boards — is adamant that men need to muckin. This year she recalled the revelation she had at a City of London women’s lunch on thesubject: “I realised we were all stuck. And then I realised that we needed men, or we neededpeople in power, to change it. Another important idea occurred when her company, Newton,went through a difficult patch soon after she took over. The company offered all staff a moveto a four-day week to cut its wage bill. A surprising number of men accepted. “It broke thestigma, she said.

投资基金经理海伦娜•莫里西(Helena Morrissey)育有九个孩子,她是致力于让更多女性进入董事会的“百分之三十俱乐部(30 Per Cent Club)的负责人。她坚信,男人也应该出一份力。今年,她回忆起曾经在伦敦金融城女性午餐话题会上得到的启示:“我意识到,我们都没主意了。然后我意识到,我们需要男人或者说掌握权力的人来改变局面。当牛顿投资管理公司(Newton)在她接管不久后遭遇困难时,她又有一个新的想法。该公司向所有员工提出一项举措,一周可以工作4天,以削减工资开支。接受该提议的男性人数之多令人意外。“这洗掉了污名,她说。

The book often cited by those seeking to encourage women to succeed in business is Lean Inby Sheryl Sandberg, Facebook’s chief operating officer. She suggests they ensure theirdomestic partner is “a real partner, one who does a fair share of housework and childcare.Perhaps what is needed now is for a man of comparable stature to make the mirror-imagecase: to tell his fellow men that spending time with their family will be as rewarding as a late-night conference call with Beijing, or to announce he is working part-time while his childrenare small. The media can help by routinely quizzing male executives about whether it is possiblefor them to “have it all.

那些鼓励女性努力去取得事业成功的人,经常引用Facebook首席运营官谢里尔•桑德伯格(Sheryl Sandberg)所著的《向前一步》(Lean In)一书。桑德伯格建议,女性要确保自己的丈夫是“一个真正的伙伴,能够公平地分担做家务和照顾孩子的责任。也许,现在所需要的是让一个有相当地位的男人现身说法:告诉他的男性同胞,花时间陪伴家人,意义堪比与北京方面进行一次深夜电话会议,或讲述当孩子还小时,他做的是兼职工作。媒体也可以起到作用,经常在男性高管中间调查一下,他们能否做到“同时兼顾家庭和工作。

相关图文

推荐文章

网站地图:栏目 TAGS 范文 作文 文案 学科 百科

雕塑 信息流广告 竞价托管 招生通 周易 易经 代理招生 二手车 剧本网 网络推广 自学教程 招生代理 旅游攻略 非物质文化遗产 河北信息网 石家庄人才网 买车咨询 河北人才网 招生考试 精雕图 戏曲下载 河北生活网 好书推荐 工作计划 游戏攻略 心理测试 石家庄网络推广 石家庄招聘 石家庄网络营销 培训网 好做题 游戏攻略 考研真题 代理招生 心理咨询 游戏攻略 兴趣爱好 网络知识 品牌营销 商标交易 游戏攻略 短视频代运营 张家口人才网 秦皇岛人才网 PS修图 宝宝起名 零基础学习电脑 电商设计 职业培训 免费发布信息 服装服饰 律师咨询 搜救犬 Chat GPT中文版 语料库 范文网 工作总结 二手车估价 短视频剪辑 情侣网名 爱采购代运营 保定招聘 黄金回收价格 情感文案 吊车 古诗词 邯郸人才网 铁皮房 衡水人才网 石家庄点痣 微信运营 养花 名酒回收 石家庄代理记账 女士发型 搜搜作文 石家庄人才网 铜雕 关键词优化 围棋 chatGPT 读后感 玄机派 企业服务 法律咨询 chatGPT国内版 chatGPT官网 励志名言 儿童文学 河北代理记账公司 风水运势 狗狗百科 教育培训 游戏推荐 抖音代运营 朋友圈文案 男士发型 培训招生 文玩 大可如意 保定人才网 沧州人才网 黄金回收 承德人才网 石家庄人才网 模型机 高度酒 沐盛有礼 公司注册 十亩地 造纸术 唐山人才网 沐盛传媒 铜雕厂家
阅读并接受《用户协议》
注:各登录账户无关联!请仅用一种方式登录。


用户注册协议

一、 本网站运用开源的网站程序平台,通过国际互联网络等手段为会员或游客提供程序代码或者文章信息等服务。本网站有权在必要时修改服务条款,服务条款一旦发生变动,将会在重要页面上提示修改内容或通过其他形式告知会员。如果会员不同意所改动的内容,可以主动取消获得的网络服务。如果会员继续享用网络服务,则视为接受服务条款的变动。网站保留随时修改或中断服务而不需知照会员的权利。本站行使修改或中断服务的权利,不需对会员或第三方负责。

关闭