評論
打印
Perhaps more to the point is the fact that the training infuriates the people it’s intended to educate: white men.
也許，更重要的是，這種培訓激怒了它本打算教育的人群：白人男性。
“Many interpreted the key learning point as having to walk on eggshells around women and minorities—choosing words carefully so as not to offend.
“很多人都把關鍵的學習要點理解為要小心翼翼地和女性和少數民族相處，也即注意措辭，避免冒犯他們上面。
Some surmised that it meant white men were villains,
有人則誤解為白人被當成了惡棍，
still others assumed that they would lose their jobs to minorities and women,
還有一些人認為少數民族和女性會搶了他們的飯碗，
while others concluded that women and minorities were simply too sensitive,”
另外一些人則認為是婦女和少數民族太敏感了。”
executives Rohini Anand and Mary-Frances Winters noted in a 2008 analysis of diversity training in the Academy of Management Learning & Education.
高管Rohini Anand和Mary-Frances Winters在2008年針對管理學習與教育學院多元化培訓的分析中指出。
Training done badly can also damage otherwise cordial relationships.
訓練開展得不好還會損害原本的親密關系。
Women and minorities often leave training sessions, thinking their co-workers must be even more biased than they had previously imagined.
女性和少數民族員工經常會中斷培訓課程，因為他們覺得他們的同事可能會比他們想象的更加偏頗。
In a more troubling development, it turns out that telling people about others’ biases can actually heighten their own.
一項更加令人不安的研究表明，向別人傾訴自己受到的偏見會加深自己對他人的偏見。
Researchers have found that when people believe everybody else is biased, they feel free to be prejudiced themselves.
研究人員發現，當人們認為其他人都有偏見時，他們就會心安理得地對他人產生偏見。
In one study, a group of managers was told that stereotypes are rare, while another group was told that stereotypes are common.
在一項研究中，一組經理被告知刻板印象很少見，另一組則被告知刻板印象很常見。
Then both groups were asked to evaluate male and female job candidates.
接下來由兩組經理來評估男性和女性求職者。
The managers who were told that stereotypes are common were more biased against the women.
被告知刻板印象很常見的管理者更容易對女性求職者產生偏見。
In a similar study, managers didn’t want to hire women and found them unlikable.
在一項類似的研究中，經理們甚至不愿意雇用女性，覺得他們不可靠。
The evidence is damning.
并且證據確鑿。
Yet companies continue to invest heavily in diversity training spending, by one estimate, almost $8 billion a year.
然而，很多公司仍在繼續大力投資多元化培訓，據估計，每年投資的額度將近80億美元。
It has led to what the Economist dubbed “diversity fatigue.”
由此便出現了《經濟學人》所謂的那種“多元化疲勞”現象。
In a recent article, the magazine suggested that 12 of the most terrifying words in the English language are
該雜志在最近的一篇文章中暗示，英語中最可怕的12個單詞是
I’m from human resources, and I’m here to organize a diversity workshop.
我是HR，來組織多元化研討會。
