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Is the harm that’s caused in team settings… I mean, this can be like anywhere from like deliberate bullying to harm that comes from prejudice and then harm that comes from somebody who didn’t mean it, right?
是在团队造成的伤害…我的意思是，这可能是任何地方，从故意欺凌到来自偏见的伤害，然后是来自不是故意的人的伤害，对吗？
It’s the unconscious bias at work.
这是无意识的偏见在起作用。
Where do you think the most work has to happen in a lot of organizations today?
您认为当今许多组织中最多的工作应该发生在哪里？
So let’s name the root causes of what we feel this injustice and this harm comes from.
那么，让我们列举出我们感觉到这种不公正和伤害的根本原因。
The three root causes that we define are bias, prejudice, and bullying.
我们定义的三个根本原因是偏见、成见和欺凌。
The simple definitions that we use in the framework is bias is not meaning it.
我们在框架中使用的简单定义是偏见并不是有意的。
It’s unconscious.
它是无意识的。
Prejudice is meaning it, that means someone means a harmful stereotype.
成见就是这个意思，也就是说某人指的是有害的刻板印象。
And then bullying is just quite frankly being mean with the intent to cause harm.
然后，欺凌就是相当坦率地刻薄，意图造成伤害。
Curt, let me just tell you, even just laying that out for your listeners, right?
柯特，我告诉你，即使只是向你的听众展示，对吗？
A lot of folks are going to be listening to this and saying, “Okay, bias, prejudice, bullying, not meaning it, meaning it, being mean. Okay, simple.”
很多人听了之后会说，“好吧，偏见，成见，欺凌，不是故意的，不是认真的，不是刻薄的。好的，很简单。”
And then you’re going to start thinking of your own experiences of your life from your both professional and probably personal.
然后你们要开始思考你们自己的生活经历，包括职业经历和个人经历。
That is what’s so powerful about this framework is that our stories bring the framework to life.
这就是这个框架的强大之处，我们的故事将这个框架赋予了生命。
When Kim first sent me the book and I read this, I had this, as my auntie Oprah likes to say, this aha moment, because I had never thought that I had been bullied in my career.
当金第一次给我寄来这本书的时候，我读了这本书，就像我的阿姨奥普拉喜欢说的那样，这是一个顿悟的时刻，因为我从来没有想过我在职业生涯中被欺凌。
Because I didn’t have the… I couldn’t name it.
因为我没有…我说不出它的名字。
And because I couldn’t name it, I couldn’t solve it, right?
因为我说不出它的名字，所以我不能解决它，对吗？
And it didn’t me look like somebody yelling in your face or tripping you as you walked down the hallway.
我看起来不像那种你走在走廊上，我对着你大喊大叫或绊倒你的人。
Exactly.
一点儿没错。
Because for me, I was just like, look, have you met me? Captain Bryant, Trier Bryant.
因为对我来说，我就像，看，你见过我吗？布莱恩特队长，特里尔·布莱恩特。
If you come for me, I’m going to come for you.
如果你来找我，我也会来找你。
No, I haven’t been bullied in my career.
不，我在我的职业生涯中从来没有被欺负过。
And then Kim Scott is like, “Oh, Trier, just being mean like with the intent to cause harm.”
然后，金·斯科特说：“哦，特里尔，就像故意制造伤害一样刻薄一点。”
And then I was like, oh my goodness, I have been bullied so much in my career, but I never stood up for myself.
然后我就想，哦，我的天哪，我在职业生涯中被欺负了很多次，但我从来没有为自己辩护过。
I never anyone asked anyone to hold anyone else accountable because I couldn’t name it.
我从来没有要求任何人追究其他人的责任，因为我说不出名字。
And if we can’t name it, then we can’t solve for it.
如果我们说不出它的名字，我们就不能解决它。
So going back to your question of where do organizations have the most work to do?
那么，回到你的问题，组织在哪方面有最多的工作要做？
Across all of them, because we see this harm done everywhere.
在所有这些地方，因为我们看到这种伤害随处可见。
We see the bias. We see the prejudice. We see the bullying. I think bias is more prevalent.
我们看到了偏见。我们看到了成见。我们看到了这种欺凌行为。我认为偏见更为普遍。
And don’t feel comfortable disrupting the bias, we allow it to metastasize, and then it turns into other things, particularly when power is introduced, that bias can very quickly turn into discrimination.
打破偏见会让我们感到不舒服，我们会让它扩散，然后它会变成其他东西，特别是当权力被引入时，这种偏见会很快变成歧视。
