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In my experience, most CEOs and boards “get” the power of diversity.
根据我的经验，多数首席执行官和董事会都“懂得”多样性的力量
There may be some who are giving it lip service still out there but in my travels these individuals understand that not only is it the fair thing to do,
可能还有一些人只会耍嘴皮子功夫，但是在我的旅行中，这些人明白它不仅关乎公平
and it’s really the tenet upon which our country was built, but it’s really the smart thing to do.
而且也是我们国家建立的信条，这样做很聪明
Financial results, reaching different customer bases—I think they get it.
财务业绩，接触不同的客户群，我觉得他们都懂。
Sadly, middle management is where diversity goes to die.
不幸的是，中层管理是多样性消亡的地方。
And I’ve been thinking about this a lot recently because there’s research I’ve recently come across that says that diversity is actually worse in meritocracies.
最近我一直在思考这个问题，因为我近来读了些研究表明，精英管理中的多样性情况更糟
It’s really surprising, right? You’d think, you know a meritocracy, people will search out the best person,
这很令人惊讶，对吧？你会想，精英管理嘛，人们会找出最优秀的人
will search out the best strategy and we'll judge them later, and the capitalism, the market forces, will decide. Huh.
找出最好的策略，这个我们稍后再做评判，资本主义、市场力量会起决定性作用
But it’s worse in meritocracies and I think it is exactly that sort of hands-off perspective,
但它在精英管理里更糟糕，那就是袖手旁观的观点
that if you’re a CEO you get it, you’re hiring all the time, et cetera. But if you’re in middle management, you’re hiring, what?
如果你是CEO你就会懂，你一直在雇人，等等。但如果你处于中层管理中，你怎么雇人？
Once a year, twice a year, four times a year? Once every few years? It’s not a regular part of the job.
一年一次，一年两次，一年四次？每隔几年一次？这是工作里不固定的部分。
And the research tells us that while there are these supposed benefits to diversity that we tend to retreat to the comfortable.
研究告诉我们，虽然这些对多样性有一定好处，它会让我们倾向于躲在舒适区中
We tend to overvalue products that we already have.
我们容易高估自己已有的产品。
We tend to overvalue environments in which we already exist.
我们容易高估自己身处的环境。
And by the way the longer we have it or exist in them, the more we overvalue them.
顺便说一下，我们拥有或身处的时间越长，就越会高估它们。
And so what you see in the middle management is, "I like working with people like me.
所以你在中层管理看到的是：“我喜欢和像我这样的人一起工作。
Maybe I read some research report one time that said diversity was better but gosh, I like Jim,” right? “Gosh I like him.”
也许我曾经读过一些研究报告，说多样性比较好，可是天哪，我喜欢吉姆，“对吧？ “天哪，我喜欢他。”
Compound that with that we tend to allow ourselves in this country to ask the wrong question.
把它和我们倾向问错误的问题结合起来
And the question we usually ask when hiring people is, “Can you help me find the best person for the job?”
我们在招聘员工时经常问的问题是：“你能帮我找到最适合这份工作的人吗？”
The “best person for the job” — our cognitive shortcut is, typically, someone who reminds us so darn much of ourselves.
“最适合这份工作的人”，我们的经典认知捷径会告诉我们就是我们自己啊
Whereas what we should be asking is, “Can you help me fill out the best team?”
然而我们应该问的是，“你能帮我找到最好的团队吗？”
Build the best team with diverse skill sets, et cetera. So as a CEO my advice is changing.
建立拥有不同技能的最佳团队，等等。 所以作为CEO，我的建议一直在变。
My advice is to often override the meritocracy. That this desire to let your managers manage — honey, we tried it.
我的建议通常是要推翻精英管理。 让你的经理去管理的愿望——亲爱的，我们试过了。
There's nothing more meritocratic than Wall Street and look what happened there.
没有哪里比华尔街更精英化管理，看看那里发生了什么。
The most homogeneous of environments and oh— financial crisis.
极为同质化的环境和金融危机。
And so to put metrics out there, to pay managers on diversity is, I think, the only way to drive it.
所以我认为要有权衡，为多样性给管理者付钱是唯一能推动它的方法
And as for the old diversity committee which you sort of did that ten years ago and, “Look, we’re working on diversity because we have it.”
至于你十年前所做的那个旧多样性委员会，“看，我们在努力寻求多样性，因为我们拥有它。”
If you’ve had something in place for five and ten years and you’re diversity is not moving forward it’s time to stop it.
如果你已经实践了五到十年，你的多样性依然没有进展，那就是时候让它停下了。
It’s time to do something different, to change the tired mentoring program into a sponsorship program.
该做一些不一样的事情了，把疲惫的指导计划变成赞助计划。
To set those quotas—I know we hate the word quota—to set those goals.
要设定这些配额——我知道我们讨厌配额这个词——要设定这些目标。
To pay people on those goals. To try to do something that’s different.
为这些目标给人们钱。 试图做一些不同的事情。
P.S. it’s not a pipeline issue. It’s not a lack of talent issue.
还有，这不是个管道问题。 这不是缺乏天赋的问题。
There are plenty of women, there are plenty of professional women, there are plenty of people of all kinds of diverse cognitive perspectives out there.
有很多女性，很多职业女性，还有很多有着不同认知视角的人们。
It’s not just bringing them in and letting the organization work; the organization is working against you.
这不仅仅是把他们带进组织运作；组织会给你带来不利。
There is no doubt in my mind that the financial crisis that the United States and the world suffered would have been less severe if we’d had more diversity on Wall Street.
如果我们在华尔街有更多的多样性，那么毫无疑问，美国和世界所遭受的金融危机就不会那么严重。
There’s no doubt. We know this intuitively.
毫无疑问。 我们凭直觉就知道这一点。
If all of us think about those cavernous trading floors where the individuals populating the trading desks looked the same,
我们想想，那些洞穴似的交易大楼里的工作人员看起来都是一个样
that if those had been incredibly diverse, sort of the United Nations of every different kind of person you could have, we intuitively know that the crisis would have been less severe.
如果这些人拥有多样性，就像联合国是由各种各样的人构成的那样，那么我们凭直觉就知道那次金融危机就不会那么严重。
We intuitively know that if there were more women at the senior leadership tables that the crisis would have been less severe.
我们凭直觉知道，如果高层领导中有更多女性，那么那次危机就不会那么严重。
And not only do we know it intuitively, the research tells us this.
不光直觉是这样，研究结果同样证明了这一点。
The research tells us that homogenous teams tend to over-trust each other.
研究告诉我们，同质化的团队往往过度信任彼此。
We cognitively finish each other’s sentences. “Oh, she’s just like me. Or he’s just like me.”
我们会认知性地补充别人想说的话。 “哦，她跟我没啥区别。 或者他跟我没啥区别。”
So therefore since we look and talk and act alike and have a set of shared experiences, I understand what you’re thinking and what you’ll do next.
所以，既然我们所看、所说和所做都差不多，还有很多共同的经验，我知道你在想什么，也知道你想做什么。
And so homogenous markets tend to be mispriced by tens of percentage points.
因此，同质市场的标价往往会错出十个百分点。
The other thing that the research tells us is that trading risk can be driven by testosterone.
研究告诉我们的另一件事是睾酮素可以驱动交易风险。
And that as gentlemen’s testosterone increases they take on more trading risk. As it reduces, less trading risk.
男性的睾丸素增加时，他们就更愿意冒交易风险。睾丸素减少，他们冒的风险也少了。
You know who doesn’t have a lot of testosterone? Women. Women!
那谁的睾丸素比较低呢？女性。女性！
And it’s funny because we women get that rap for being so “emotional” and so “hormone driven”.
这就有趣了，因为女性经常被扣上“情绪化”、“容易受激素影响”的帽子。
But, in fact, what the research tells us is you can track the risk with testosterone, not estrogen.
但事实上，研究告诉我们的是，你可以用睾丸素追踪风险而不是雌激素。
You know we are sitting here today in the early months of the Trump administration.
在特朗普执政的前几个月里，我们坐在这里。
And the pictures of the leadership are startling and striking, in that it is not unusual to see a picture of all white males.
这个领导班子既惊人又吓人，因为看到所有白人男性的画面并不罕见。
Whether that’s all white males huddled around, you know, in the oval office,
不管是所有白人男性一起挤在总统的办公室里，
huddled around the president on the telephone, or whether it’s all white males making decisions about our healthcare.
围在接电话的总统身边，还是所有白人男性来决定我们的医保政策。
Sitting here in these early months of the Trump administration I think you would be hard pressed to say that the administration is running efficiently,
看看特朗普政府前几个月的表现，我想你很难说这个政府在高效运转，
effectively, like a well-oiled machine, taking into account the complexity of what it’s trying to do.
就像一台润滑良好的机器一样，考虑到它任务的复杂性。
There have been several important missteps.
有几个重要的失误。
And there’s no way, to my mind, those things are unrelated and the research would tell us that they are indeed related.
在我看来，这些事情绝不可能毫无关联，研究也会告诉我们它们确实是相关的。
