TED演讲无视肤色还是直面肤色?(2)
So that is a fact.
这就是事实。
Now I have this thought experiment that I play with myself, when I say,imagine if I walked you into a room and it was of a major corporation, like ExxonMobil,and every single person around the boardroom were black,you would think that were weird.
我跟自己玩思想实验，我对自己说，设想我走入一个房间，是一家大公司的会议室，如埃克森美孚，全体董事会成员都是黑人，你会觉得这很奇怪。
But if I walked you into a Fortune 500 company,and everyone around the table is a white male,when will it be that we think that's weird too?
但如果你走入一家财富500强企业，在座的每位都是男性白人，我们什么时候会认为这也是奇怪的？
And I know how we got here.
我知道历史是如何发展到今天的。
I know how we got here.
我知道我们是如何发展到今天的。
You know, there was institutionalized,at one time legalized, discrimination in our country.
你们也知道，在我们国家，歧视曾被制度化，有段时间还被合法化了。
There's no question about it.
这是不争的事实。
But still, as I grapple with this issue,my mother's question hangs in the air for me:
但是，当我深陷在这个问题中时，我母亲的问题依然在那里，
How did they treat you?
他们对你的态度如何？
Now, I do not raise this issue to complain or in any way to elicit any kind of sympathy.
今天，我抛出这个问题，不是在抱怨，也绝不是为了博得一丝同情，
I have succeeded in my life beyond my wildest expectations,and I have been treated well by people of all races more often than I have not.
我此生取得的成就，已超出我最大胆的期望，各个种族的人对我予以善待，要多于我所受到的恶待，
I tell the uniform story because it happened.
我告诉你们制服的故事因为那确实发生了。
I cite those statistics around corporate board diversity because they are real,and I stand here today talking about this issue of racial discrimination because I believe it threatens to rob another generation of all the opportunities that all of us want for all of our children,no matter what their color or where they come from.
我列举企业董事会的数据是因为它们是真实的，而今天我站在这里，谈论种族歧视问题，是因为我相信种族问题会威胁下一代拥有公平机会的权利，公平的机会是所有人期望所有的孩子能够拥有的，无论肤色，无论来自何方。
And I think it also threatens to hold back businesses.
而且，我认为种族问题会威胁到商业发展。
You see, researchers have coined this term color blindness to describe a learned behavior where we pretend that we don't notice race.
你们知道，研究者造出了一个新词无视肤色用以描述一种假装没注意到种族差异 的习得性行为。
If you happen to be surrounded by a bunch of people who look like you, that's purely accidental.
如果你恰巧跟一群长得跟你很像的人在一起，那纯是巧合。
Now, color blindness, in my view,doesn't mean that there's no racial discrimination,and there's fairness.
所谓无视肤色，在我看来，并不意味着消除了种族歧视，带来了公平。
It doesn't mean that at all. It doesn't ensure it.
根本就不是这样。 无视肤色并不能保证消除歧视。
In my view, color blindness is very dangerous because it means we're ignoring the problem.
在我看来，无视肤色极其危险，因为它意味着我们有意地忽视问题。
There was a corporate study that said that,instead of avoiding race,the really smart corporations actually deal with it head on.
有企业研究表明，与其避免谈论种族问题，不如直面问题，迎难而上。 这才是真正有智慧的企业的做法。
They actually recognize that embracing diversity means recognizing all races,including the majority one.
这些企业意识到，包容多元化意味着承认各种种族的存在，也包括人数最多的种族。
But I'll be the first one to tell you,this subject matter can be hard,awkward, uncomfortable-but that's kind of the point.
但我会第一个告诉你，这个问题解决起来会有困难，会棘手，会让人感觉不舒服—但这是关键所在。
In the spirit of debunking racial stereotypes,the one that black people don't like to swim,I'm going to tell you how much I love to swim.
为揭露种族歧视问题的顽疾，有人说黑人不喜欢游泳，我来告诉你我有多热爱游泳。
I love to swim so much that as an adult, I swim with a coach.
我如此喜爱游泳，以至于作为成年人，还请了一位教练。
And one day my coach had me do a drill where I had to swim to one end of a 25-meter pool without taking a breath.
有一天，教练让我做一项训练，我不得不在25米长的泳池里从头游到尾，不能换气。
And every single time I failed,I had to start over.
每次失败后，都要从头来过。
And I failed a lot.
我屡战屡败。
By the end, I got it, but when I got out of the pool,I was exasperated and tired and annoyed,and I said, Why are we doing breath-holding exercises?
最后，成功了，但当我从泳池出来后，心力憔悴，但更恼火，我说，为什么要做憋气练习？
And my coach looked me at me, and he said, Mellody,that was not a breath-holding exercise.
我的教练看着我说，麦勒迪，这不是一个憋气练习。
That drill was to make you comfortable being uncomfortable,because that's how most of us spend our days.
这项训练是为了让你适应不舒服的感觉，因为这就是我们大部分人的生活。
If we can learn to deal with our discomfort,and just relax into it,we'll have a better life.
如果我们知道如何适应不舒服的感觉，以轻松的态度来应对，我们的生活会更加美好。
So I think it's time for us to be comfortable with the uncomfortable conversation about race:
因此，我认为到了适应这个让人感觉不舒服的种族话题的时候了：
black, white, Asian, Hispanic,male, female, all of us,if we truly believe in equal rights and equal opportunity in America,I think we have to have real conversations about this issue.
黑人，白人，亚裔，西班牙裔，男性，女性，我们所有的人。如果我们真正相信在美国拥有平等的权利和机会，我认为我们不得不真正地谈一谈这个话题。我们经受不起无视肤色。
We cannot afford to be color blind.We have to be color brave.
我们必须勇敢地面对肤色差异。
We have to be willing, as teachers and parents and entrepreneurs and scientists,we have to be willing to have proactive conversations about race with honesty and understanding and courage,not because it's the right thing to do,but because it's the smart thing to do,because our businesses and our products and our science, our research,all of that will be better with greater diversity.
我们—作为老师、父母、企业家和科学家—必须高瞻远瞩，乐于讨论种族问题，心怀诚意、理解和勇气，不是因为这么做是正确的，而因为这是明智的举措，因为更广泛的多元化会让 商业、产品和科学研究等等一切都变得更好。
种族话题总是很敏感。金融行业高管麦勒迪·霍布森说，种族话题是雷区。但是，她还说到，这正是我们要开始谈论这个话题的原因。在这个引人入胜、极具说服力的演讲中，霍布森表明，公开地谈论种族话题—尤其是雇佣中的多元化问题—有利于商业和社会的发展。
NSDA“SDcamps”全国英语演讲与辩论大赛（大学组）/SDcamps全国中小学生英语演讲与辩论大会（中小学及幼儿组）/美式辩论赛（以下简称大赛/大会）现诚招全国省市合作伙伴或城市合伙人，共同进行推广NSDA赛事品牌、举办赛事及培训活动、开展素质教育、美式营地项目等多方面合作。
我们希望认同NSDA理念，有赛事组织经验，或有教育资源，特别是有理想有热情的机构或个人一起携手，共同推广NSDA品牌、赛事及素质教育。以机构的形式，或以城市合伙人的方式均可。具体的赛事组织、盈利模式，欢迎电话或微信咨询。
微信：0012133598196
