making-diversity-actionable.md

使多样性可行

如果我们愿意接受我们都对我们在技术领域看到的系统性歧视负责，那么系统性公平和公平是可以实现的。我们对系统中的故障负责。推迟或抽象出个人责任是无效的，并且根据您的角色，这可能是不负责任的。将特定公司或团队内部的动态完全归因于导致不平等的更大社会问题也是不负责任的。多样性支持者和批评者都喜欢这样的一句话：“我们正在努力解决（插入系统性歧视主题），但问责制很难。我们如何打击（插入数百年的）历史歧视？”这种探究方式是绕道进行更具哲学性或学术性的对话，而不是集中精力改善工作条件或结果。作为建设多元文化能力的一部分，需要更全面地了解社会不平等系统如何影响工作场所，尤其是在技术领域。

英文原文

Systemic equity and fairness are attainable if we are willing to accept that we are all accountable for the systemic discrimination we see in the technology sector. We are accountable for the failures in the system. Deferring or abstracting away personal accountability is ineffective, and depending on your role, it could be irresponsible. It is also irresponsible to fully attribute dynamics at your specific company or within your team to the larger societal issues that contribute to inequity. A favorite line among diversity proponents and detractors alike goes something like this: “We are working hard to fix (insert systemic discrimination topic), but accountability is hard. How do we combat (insert hundreds of years) of historical discrimination?” This line of inquiry is a detour to a more philosophical or academic conversation and away from focused efforts to improve work conditions or outcomes. Part of building multi‐ cultural capacity requires a more comprehensive understanding of how systems of inequality in society impact the workplace, especially in the technology sector.

如果您是一名工程经理，致力于从代表性不足的群体中招聘更多人，那么尊重世界歧视的历史影响是一项有用的学术活动。 但是，重要的是要超越学术对话，将重点放在可以采取的可量化和可操作的步骤上，以推动公平和公平。 例如，作为招聘软件工程师的经理，你有责任确保你的候选人名单是平衡的。 候选人评论库中是否有女性或其他代表性不足的群体？ 在你雇佣某人之后，你提供了哪些成长机会，机会的分配是否公平？ 每个技术主管或软件工程经理都有办法增加团队的公平性。 重要的是，我们承认，尽管存在重大的系统性挑战，但我们都是系统的一部分。 这是我们要解决的问题。

英文原文

If you are an engineering manager working on hiring more people from underrepresented groups, deferring to the historical impact of discrimination in the world is a useful academic exercise. However, it is critical to move beyond the academic conversation to a focus on quantifiable and actionable steps that you can take to drive equity and fairness. For example, as a hiring software engineer manager, you’re accountable for ensuring that your candidate slates are balanced. Are there women or other underrepresented groups in the pool of candidates’ reviews? After you hire someone, what opportunities for growth have you provided, and is the distribution of opportunities equitable? Every technology lead or software engineering manager has the means to augment equity on their teams. It is important that we acknowledge that, although there are significant systemic challenges, we are all part of the system. It is our problem to fix.