Diversity is about respect, not empathy.
一年一度的国际妇女节已经过去，但对平等和多样性的追求应该存在于每一天。
近日，安索帕亚太区首席执行官林真从亲身经历出发，就这一话题发表了自己的见解。
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我很幸运，能在一个女性可以平等展示才能的国家和公司工作和生活。
在我此前的工作经历中，情况却并非总是如此。我认为这种不平等并不是人们出于不良意图又或是故意为之的结果，而是无知、臆断和错误的认知在作祟。这种不平等，不论男女都可能遭遇。
在亚洲的一些国家，婚姻与家庭是女性选择放弃自己事业的一个主要原因。而在其他国家，为了能有更多的时间陪伴孩子，有些男性会希望享受灵活的工作时间，但这些愿望往往都无法实现，或是难以得到尊重。
这就需要我们创造一个认同男性与女性需求的环境，为他们和他们爱的人构建平衡的生活。这需要愿意进行创造性思考，对新工作方式持开放态度的管理者，为人们提供适应于他们人生不同时刻需求的选择。
在安索帕印度，董事总经理Shamsuddin Jasani以及他的管理团队成立了女性委员会（Women’s Council），这一委员会共有11项议程。委员会的主旨包括评估公司在弹性工作时间、产假以及性骚扰等问题上为女性提供支援的基础设施及流程变化，并对此采取行动。为了确保委员会能在公司的每一个角落发挥作用，他们在每个办公室都设立了一位联络人。
就我个人而言，安索帕给了我一年的灵活工作时间，让我能有机会照顾当时还年幼的女儿。我的老板林友琴（Jean Lin）为我指派了能让我一边照顾女儿一边有所成就的工作项目。没有这一年的过渡，我就没法回归全职工作，并承担其领导安索帕中国以及现在整个亚太区的重大挑战。在我准备好时，我的诉求和性别并没有成为阻碍我肩负更多责任的道路。
我的目标和承诺，是关心安索帕亚太区每一位员工的生活需求，保证我们的企业文化和做事方法与他们的广泛需求相适应，尊重每一位人才。我们想要为员工个人创造空间，在这里他们的私人生活不会成为他们被评判的依据，所有的工作机会、新技能、培训和资源都平等地对每一位渴望协作，让自己变得更好的男性和女性开放。在我们不断朝着公司的集体目标努力时，我们也支持并帮助公司的人才实现个人价值。
我相信多样性是一种有意识的选择，而这种选择首先需要由管理者做出表率。这需要我们制定相关的政策，营造关切的文化，从而确保对员工的刻板印象或是歧视不会在这里发生。我的团队和我依据员工的优点和表现来评估和提拔人才，而不是根据他们的文化、性别、宗教亦或是政治背景。因为我们深知，当我们创造了个人需求和企业需求互不矛盾的体系和环境时，多样性才能得以发扬，更伟大的绝妙想法才能在此诞生。
多样性需要的是尊重，不是同情。
以上中文翻译仅供参考
原文如下
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Diversity is about respect, not empathy
I am fortunate to work in an agency in a country where women‘s talents are given equal opportunity to shine.
In my past experience with other corporate companies this hasn’t always been the case, but I think that often inequality isn’t the result of people’s bad intentions or deliberate choices, but rather of ignorance, assumptions and perception. And this applies to both women and men.
In some countries in Asia, marriage and families are a key reason for why women choose not to continue to develop a career of their own. In other countries, men who want to work with flexible hours in order to spend more time with their children are either not given that choice or their choice is not respected.
This situation requires us to create a system that recognizes the need for both women and men to create a balanced life for themselves and their loved ones.This requires leaders who are willing to think creatively and stay open to new ways of working to give people the choice to act on their needs in the different seasons of their life.
In Isobar India, Shamsuddin Jasani (MD) and his management team have developed a Women’s Council with an 11 point agenda. This initiative includes assessing and acting on the infrastructure and process changes needed to support female employees inflexible working hours, maternity, and harassment issues. To ensure the council reaches all parts of the business they have appointed a Women’s Council 'go to' person in each of our offices.
Personally, at Isobar I had the opportunity to work part time for one year in order to take care of my young daughter. My boss, Jean Lin, assigned projects to me that enabled me to deliver impact and results while caring for my daughter at the same time. Without that transition year, I would not have been able to return to a full time career and take on the major challenge to lead China and today the APAC region. My need and gender didn’t become a road block for me to take on bigger responsibility when I was ready.
My commitment is to ensure our business respects our talent by considering life’s realities for all men and women in Isobar in APAC, and ensuring our working culture and processes aligns with their wider needs. We will create space for the individual, where their choices for their personal life doesn’t become a reason to be judged and where all job opportunities, new skills, training, resources are equally open to men and women who aspire to collaborate more, and to be better. While we continue to contribute to our collective ambition as acompany, we support and sponsor the personal fulfillment of our talent.
I believe that diversity is a conscious choice that has to be demonstrated by leaders first and foremost. It requires our policies and a mindful culture to ensure that we don’t allow stereotyping or the discrimination of talent. My teams and I recognize and promote talents according to merit and performance, not their culture, gender, religion and political background, because we know that when we design a system andenvironment where individual needs and corporate needs are not at odds, we will progress diversity and create bigger, better ideas.
Diversity is about respect, not empathy.
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