針對亞裔美國人的隱形歧視
Asian-Americans are often categorized as a single group, comprising about 5.4 percent of the U.S. population. But despite economic disparities between nationalities, it is the highest paid racial group, and its members are more likely to be seen as advantaged, than disadvantaged.
亞裔美國人經常被歸爲一個單獨的羣體，約佔美國人口的5.4%。儘管民族間有經濟差距，但是亞裔美國人是收入最高的族羣，他們更多地被視爲處於優勢地位，而非處於弱勢。
But is it fair to stereotype Asian-Americans as a "model minority," free of the burdens of discrimination? Or do they also face obstacles as other nonwhite groups do?
但是，刻板地認爲亞裔美國人是“模範少數族裔”、沒有受到歧視，這到底公平嗎？他們是否也要面對其他非白人族羣所面臨的困難？
Read Part One
閱讀前文：針對亞裔美國人的隱形歧視（一）
It Isn't Easy Being a Model Minority
做模範少數族裔不易
By Kim Wong Keltner
金·王·凱爾特納（Kim Wong Keltner）
Kim Wong Keltner is the author of "Tiger Babies Strike Back: How I Was Raised by a Tiger Mom but Could Not Be Turned to the Dark Side."
金·王·凱爾特納著有《虎寶寶的反擊：我由虎媽養大，但不肯轉向黑暗一面》(Tiger Babies Strike Back: How I Was Raised by a Tiger Mom but Could Not Be Turned to the Dark Side)。
The term "model minority" both dismisses an individual's hard work, blood, sweat and tears, and keeps other races down. At first it sounds like a compliment, but it's not.
“模範少數族裔”一詞既否定了個人付出的努力、血汗和淚水，又貶低了其他種族。這個詞初聽像是恭維，實則不然。
If a bully is about to beat me up but thinks twice because Bruce Lee movies make him or her think all Asians know kung fu, then I benefit from that false assumption. While that might make me temporarily glad, in the long run, it's just another step in the gantlet of Asian stereotypes: math nerd, geisha, dragon lady.
如果一個霸道的人想要打我，但由於李小龍(Bruce Lee)的電影讓他誤以爲所有亞洲人都會功夫，所以動手時有所顧忌，那麼可以說我受益於這種錯誤的設想。這或許會讓我高興一時，但從長遠來看，卻加劇了對亞裔的刻板印象：數學呆子、藝妓和惡龍女。
The expectation of success in itself is a problem. Princeton University has already produced a study that shows in college admissions, Asians need higher SAT scores. Moreover, if you have great grades, but not supersonic, epic, straight A-pluses in all AP classes, you are just considered a loser. By your own family. Asian kids of America, you are more than your grade point average and your accomplishments on paper. Asian parents, some of you are driving your kids to suicide. So lay off!
對成功的期望本身就是一個問題。普林斯頓大學的一項研究已經顯示，在大學錄取中，亞裔需要更高的SAT分數才行。此外，即使你有好成績，但只要不是無敵天才，沒能在所有大學先修課程中拿A+，那你只會被自己的家人看做失敗者。美國的亞裔孩子，你的平均成績和紙面上的成就，並不能完全代表你。亞裔父母們，你們當中的一些人都把孩子逼得要自殺了。所以住手吧！
At the same time, discrimination against Asian-Americans is alive and well. The idea that we are advantaged comes from a place of fear. Fear that we are "taking over." It's a new Yellow Peril, repackaged. No matter what designer clothes, Ph.D.s, or other signifiers of success adorn us now, we are still seen as "other."
與此同時, 對亞裔美國人的歧視仍然很常見。認爲亞裔有優勢的想法源於恐懼，害怕我們會“接手”。這是一種經過重新包裝的新“黃禍”(Yellow Peril)。無論如今我們身上裝點的是設計時裝、博士學位，還是其他什麼顯示成功的標識，我們仍被視爲“他者”。
We who have suffered all share the sentiment Morticia Addams uttered with sang froid, “We gladly feast on those who would subdue us.” But hey, here's an obstacle many Asian-Americans don't realize until too late in the game: It's lonely at the top. If we are going to be truly successful we need to consider not just diplomas and salaries, but our ability to express compassion and affection. Don’t forget to have a life. And friends.
有過這種遭遇的我們，都能理解莫提莎·亞當斯(Morticia Addams)冷冷說出的話，“我們高興地享用着那些想壓制我們的人。”但還有個問題，等許多亞裔意識到的時候，往往爲時已晚，那就是“高處不勝寒”。如果我們要獲得真正的成功，需要考慮的不僅僅是文憑和薪水，而是我們表達同情和好感的能力。別忘了要有生活，還要有朋友。
Let’s redefine success to include our emotional reality. The advantage of experiencing real human connection blows all that other stuff out of the water.
讓我們重新定義成功吧，把我們的情感現實也包含進去。能體驗人與人之間真實的紐帶，比其他任何事情都重要。
A Bamboo Ceiling Exists
“竹天花板”的確存在
By Buck Gee
朱柏章(Buck Gee)
Buck Gee is an executive adviser to Ascend, a pan-Asian professional organization. He retired in 2008 as an executive with a Fortune 100 tech company.
朱柏章是泛亞裔職業機構Ascend的執行顧問。2008年，他從一家財富100強科技公司的高管任上退休。
In 2006, I was working at my desk when I realized I was one of the few Asian-American vice presidents in a Fortune 100 company. Until then, it had never occurred to me to notice how few Asian-American executives I had met in the Bay Area although Asian-Americans had become over 30 percent of the employees in many companies. Was there an Asian “bamboo ceiling”?
2006年的一天，我在辦公桌前工作時，突然意識到我是財富100強公司中，爲數不多的幾個亞裔副總裁之一。在那之前，我從沒注意過我在灣區遇到的亞裔高管屈指可數，儘管在很多公司中，亞裔員工超過了30%。是否存在一個亞裔竹天花板呢？
Reaching out to other Asian-American executives, I heard the same story in other companies and business sectors across the country. In fact, a recent study found that Asian-American men and women were 150 percent less likely than their white counterparts to be an executive in large Silicon Valley companies.
聯繫其他的亞裔高管，我聽到在全國各地的其他公司和行業也是同樣的情況。事實上，最近的一項研究發現，白人成爲硅谷大型企業高管的可能性，是亞裔美國人的150%。
By all standards, I am a success story. Son of a poor immigrant, I had worked hard, graduated from prestigious universities, and never saw one hint of racial discrimination. Yet confronted with indisputable data that Asian-Americans were significantly underrepresented in almost all companies and that there was no relevant facts to suggest otherwise, I had to conclude that a bamboo ceiling exists.
從各種標準來看，我都是一個成功者。作爲貧窮移民之子，我努力學習，畢業於名校，從沒遇到一丁點種族歧視。但無可爭辯的數據顯示，在幾乎所有企業裏，亞裔美國人的比例嚴重失調，且沒有相關事實表明情況並非如此。於是我不得不推斷，的確存在竹天花板。
But why?
但原因是什麼呢？
The bamboo ceiling is real, but its roots, and our failure, stem from our success. Because there are elements of truth in the narrative, the idea of the smart, hard-working model minority has created an implicit bias that Asian-Americans are great thinkers and doers but lack the assertiveness, vision and interpersonal skills to be successful organizational leaders. The stereotype of the quiet, talented professional has led to the widespread assumption of an ill-suited business leader.
竹天花板是真實存在的，但它的根源和我們的失敗，正源於我們的成功。因爲相關說法中的確有一些真實的成分，亞裔是聰明、勤奮的模範少數族裔的觀點，產生了一種隱含的偏見，即認爲亞裔美國人擅長思考、擅長做事，但缺乏成爲成功的組織領導者所需的進取心、遠見和人際交往技巧。亞裔是安靜、有才能的職業人士的這種刻板印象，導致人們普遍以爲，他們不適合當企業領導人。
As important, too many Asian-Americans believe that advancement into higher management is evaluated and rewarded principally for achievement. Although achievement is necessary, it is not sufficient. As part of corporate leadership teams evaluating promotions, I would look beyond achievement for evidence to suggest executive potential, including personal initiative, conflict management or willingness to express an unpopular view.
同樣重要的是，太多亞裔美國人認爲，進入更高一級管理團隊的評判標準是自己的成績，升職也是對成績的獎勵。儘管成績是必要的，但僅有成績還不夠。作爲負責評估晉升的企業領導團隊成員，我希望看到除了成績外，還有證據表明，被評估對象有成爲高管的潛力，包括個人能動性、衝突管理或者願意表達不受歡迎的觀點。
Fortunately, there is progress. Using a data-based approach and recognizing the existence of a ceiling for their Asian-American professionals, several Bay Area companies have taken measures to address root causes. With affirmative outreach to identify additional high-potential Asian-American professionals and culturally-specific leadership training, they are taking steps to eliminate internal obstacles for Asian-Americans.
幸運的是，已經有了進步。灣區的幾家公司利用一種以數據爲基礎的方式，認識到他們的亞裔員工面臨一個天花板。它們已採取措施，打算解決根本原因。通過積極主動地發現更多高潛力的亞裔職員，並提供針對文化的培訓，它們正在採取舉措，消除亞裔美國人面臨的內在障礙。
Let’s hope more companies can learn.
希望更多公司向它們學習。
