微侵犯是種族主義或性別歧視的無(wú)意識(shí)表達(dá)，似乎只是出自善意的人的無(wú)傷大雅的評(píng)論。下面是整理發(fā)布的9種得罪人不自知的職場(chǎng)英語(yǔ)，你都說(shuō)過(guò)嗎？歡迎閱讀參考！更多相關(guān)訊息請(qǐng)關(guān)注！
From telling a new female worker that she "looks like a student" to asking a black colleague about her natural hair, microaggressions often exist in the workplace, too. And they can make a workplace feel unsafe and toxic.
從告訴一個(gè)新來(lái)的女員工她“看起來(lái)像個(gè)學(xué)生”，到問(wèn)一個(gè)黑人同事她的頭發(fā)是什么，職場(chǎng)中也經(jīng)常存在微侵犯。它們會(huì)讓人們感到工作場(chǎng)所不安全、有毒。
"Because microaggressions are often communicated through language, it is very important to pay attention to how we talk, especially in the workplace and other social institutions like classrooms, courtrooms, and so on," Christine Mallinson, professor of language, literacy, and culture at the University of Maryland, Baltimore County, told Business Insider.
馬里蘭大學(xué)巴爾的摩分校的語(yǔ)言、讀寫和文化教授克里斯汀?馬林森告訴《商業(yè)內(nèi)幕》雜志：“因?yàn)槲⑶致酝ǔＪ峭ㄟ^(guò)語(yǔ)言進(jìn)行交流的，所以關(guān)注我們說(shuō)話的方式非常重要，尤其是在工作場(chǎng)所和其他社會(huì)機(jī)構(gòu)，比如教室、法庭等等?！?BR> Because microaggressions are so subtle, it's hard to know if you're committing one or if you're on the receiving end.
因?yàn)槲⑶址甘侨绱宋⒚?，所以很難知道你是在進(jìn)行攻擊還是在接收著他人的微侵犯。
"One thing is that they are in a sense ambiguous, so that the recipient is apt to feel vaguely insulted, but since the words look and sound complimentary, on the surface (they're most often positive), she can't rightly feel insulted and doesn't know how to respond," Robin Lakoff, Professor Emerita of Linguistics at the University of California, Berkeley, told Business Insider.
“有一點(diǎn)，它們?cè)谀撤N意義上模棱兩可，以便接收人容易感到模糊的侮辱，但由于這些文字在表面上（通常積極的）聽(tīng)起來(lái)是贊賞的，她無(wú)法確切地感到侮辱，也不知道如何回應(yīng)?！绷_賓·萊考夫是加州大學(xué)伯克利分校的語(yǔ)言學(xué)名譽(yù)教授，在接受《商業(yè)內(nèi)幕》采訪時(shí)表示。
Here are some of the most common microaggressions:
以下是一些最常見(jiàn)的微侵犯：
'You're so articulate'
“你很會(huì)說(shuō)話”
"When a white colleague tells a colleague of color 'You're so articulate' or 'You speak so well,' the remark suggests that they assumed the person in question would be less articulate — and are surprised to find out they aren't," Mallinson told Business Insider.
馬林森在接受《商業(yè)內(nèi)幕》采訪時(shí)表示：“當(dāng)一位白人同事對(duì)有色人種的同事說(shuō)‘你很會(huì)說(shuō)話’或‘你說(shuō)得很好’時(shí)，他們就會(huì)想當(dāng)然地認(rèn)為這個(gè)人不太會(huì)說(shuō)話——結(jié)果發(fā)現(xiàn)他們并沒(méi)有這么說(shuō)，這讓他們很吃驚?！?BR> Commenting on a black person's language or speaking habits has a complicated history, and this is a problem that African-Americans especially encounter in the workplace or school.
評(píng)論一個(gè)黑人的語(yǔ)言或說(shuō)話習(xí)慣有一個(gè)復(fù)雜的歷史，這是非洲裔美國(guó)人在工作場(chǎng)所或?qū)W校遇到的一個(gè)問(wèn)題。
"We (a white-dominant society) expect black folks to be less competent," wrote A. Gordon in The Root. "And, speaking as a white person, when we register surprise at a black individual's articulateness, we also send the not-so-subtle message that that person is part of a group that we don't expect to see sitting at the table, taking on a leadership role."
“我們（白人占主導(dǎo)地位的社會(huì)）期望黑人的能力會(huì)下降，”A·戈登在《根源》一書中寫道?！白鳛橐粋€(gè)白人來(lái)說(shuō)，當(dāng)我們對(duì)黑人的發(fā)音感到驚訝時(shí)，我們也傳遞了一個(gè)不那么微妙的信息，那就是那個(gè)人是我們不希望看到的坐在餐桌旁擔(dān)任領(lǐng)導(dǎo)角色的群體中的一員?！?BR> What to say instead: Nothing. You can commend people on their specific ideas or insights, but commenting on how people speak is unnecessary.
取而代之的是：什么也不說(shuō)。你可以贊揚(yáng)人們的具體想法或見(jiàn)解，但評(píng)論人們說(shuō)話的方式是不必要的。
'Oh, sorry, wrong person'
“噢，不好意思，認(rèn)錯(cuò)人了”
If you're an underrepresented minority, and there's one other person of your identity in the room, there's a chance that the majority group will confuse your names.
如果你是一個(gè)代表性不足的少數(shù)族群，而房間里有另一個(gè)和你身份相同的人，那么很有可能大多數(shù)人會(huì)混淆你們的名字。
"When I started grad school, the intro class was taught by two white women and I was one of two Mexican-Americans in the cohort," one Buzzfeed reader shared. "They constantly called me Maria, the other girl's name. My name is Alejandra and we look nothing alike."
Buzzfeed網(wǎng)站的一位讀者分享道：“當(dāng)我開(kāi)始讀研時(shí)，導(dǎo)論班的老師是兩個(gè)白人女性，而我是其中兩個(gè)墨西哥裔美國(guó)人之一。她們經(jīng)常把我叫成瑪利亞，那是另一個(gè)女孩的名字。我叫亞麗杭德拉，我們長(zhǎng)得一點(diǎn)都不像?！?BR> What to say instead: Learn your coworkers' names. It's a pretty basic concept.
應(yīng)該怎么說(shuō)：了解你同事的名字。這是一個(gè)非?；镜母拍?。
'My boss is crazy'
“我的老板很瘋狂”
Calling your female boss "crazy" or "hysterical" has sexist undertones, because these words have a long, problematic history.
說(shuō)你的女上司“瘋狂”或“歇斯底里”有性別歧視的潛臺(tái)詞，因?yàn)檫@些詞有很長(zhǎng)很有問(wèn)題的歷史。
"In the past, especially in 19th century Europe, women who had anxiety or who were seen as troublemakers were often diagnosed as being 'hysterical,'" Mallinson told Business Insider.
馬林森在接受《商業(yè)內(nèi)幕》采訪時(shí)表示：“在過(guò)去，尤其是在19世紀(jì)的歐洲，患有焦慮癥或被視為麻煩制造者的女性常常被診斷為‘歇斯底里’?！?BR> The word 'hysterical' comes from the Greek word hystera, meaning uterus, signifying that the so-called disease was specific to women."
“歇斯底里”一詞來(lái)源于希臘語(yǔ)“歇斯底里”一詞，意為子宮，意味著所謂的疾病是女性特有的。
So, when you call a woman "crazy," it suggests that her concerns or actions are illogical, rather than the result of critical thinking.
因此，當(dāng)你說(shuō)一個(gè)女人“瘋狂”時(shí)，它表明她的擔(dān)心或行為是不合邏輯的，而不是批判性思維的結(jié)果。
What to say instead: Try to understand your colleague's viewpoint rather than ascribing her actions as illogical. If you still don't agree, you could say: "I don't understand her perspective on this" — then ask her for her insights.
應(yīng)該怎么說(shuō)：試著理解你同事的觀點(diǎn)，而不是把她的行為歸咎于不合邏輯。如果你仍然不同意，你可以說(shuō)：“我不理解她對(duì)這件事的看法”——然后問(wèn)問(wèn)她的見(jiàn)解。
'Where are you actually from?'
“你從哪里來(lái)？”
Asking someone about their ethnic heritage appears to just be a way to get to know someone.
詢問(wèn)某人的民族遺產(chǎn)似乎只是了解某人的一種方式。
But for Latinos, Asians, and "people who fall in between the black-white racial binary in the United States," the question gets tiresome, wrote journalist Tanzina Vega in CNN.
但對(duì)于拉丁美洲人、亞洲人，以及“在美國(guó)處于黑白兩種種族之間的人”來(lái)說(shuō)，這個(gè)問(wèn)題變得令人生厭，CNN記者坦蒂娜·維加寫道。
"The next time you want to inquire about someone's race, ethnicity or national origin, ask yourself: Why do I want to know?" Vega wrote. "Or better yet, rather than asking anyone 'where are you really from?' try listening — or letting that person ask you a question — instead."
“下次你想問(wèn)某人的種族、民族或國(guó)籍時(shí)，問(wèn)問(wèn)自己：我為什么想知道？”維加寫道。“或者更好，而不是問(wèn)別人‘你到底從哪里來(lái)？’試著傾聽(tīng)——或者要不讓那個(gè)人問(wèn)你一個(gè)問(wèn)題?！?BR> Receiving that question again and again can imply that a person isn't really American or doesn't truly belong in their country, just because of their appearance.
一遍又一遍地聽(tīng)到這個(gè)問(wèn)題，就意味著一個(gè)人并不是真正的美國(guó)人，也不真正屬于他們的國(guó)家，僅僅因?yàn)樗麄兊耐獗怼?BR> "The wrong here is that the question presupposes that being a person of color is inconsistent with being American," Dr. Ashley Lauren Pennington told Business Insider.
阿什利·勞倫·彭寧頓博士告訴《商業(yè)內(nèi)幕》雜志：“這里的錯(cuò)誤在于，這個(gè)問(wèn)題的前提是有色人種與美國(guó)人不一致。”
What to say instead: Nothing. If the person in question wants to discuss their identity, they can bring it up at their own discretion.
取而代之的是：什么也不說(shuō)。如果被調(diào)查的人想討論他們的身份，他們可以自行決定。
'Your name is so hard to pronounce'
“你的名字讀起來(lái)很拗口”
"The remark suggests that the person in question does not fit in culturally or linguistically, and that their identity is not worth taking time to learn about," Mallinson told Business Insider.
馬林森在接受《商業(yè)內(nèi)幕》采訪時(shí)表示：“這句話表明，這個(gè)人在文化或語(yǔ)言上都不適合，他們的身份不值得花時(shí)間去了解?！?BR> What to say instead: If you can't pronounce a colleague's name, just ask them how to say it. Don't point out that it's foreign or unfamiliar to you.
應(yīng)該怎么說(shuō)：如果你讀不出同事的名字，就問(wèn)問(wèn)他們?cè)趺茨?。不要指出它?duì)你來(lái)說(shuō)是陌生的或不熟悉的。
'I think you're in the wrong room — this is the programmers' meeting'
“我覺(jué)得你搞錯(cuò)了——這是程序員會(huì)議”
Kieran Snyder, now CEO of Textio, told Fast Company about one of her first experiences with microaggressions as a Microsoft employee. She was going to a company lecture on math.
現(xiàn)在擔(dān)任Textio首席執(zhí)行官的基蘭·斯奈德向Fast Company講述了她作為微軟員工第一次接觸微攻擊的經(jīng)歷。她要參加一個(gè)關(guān)于數(shù)學(xué)的公司講座。
"I walked over a few minutes early, and in the room two men were already seated," Snyder said.
“我提前走了幾分鐘，房間里已經(jīng)坐了兩個(gè)人，”斯奈德說(shuō)。
According to Snyder, one of the men saw her and quickly asked if she was looking for a talk on design that was being held nearby. He assumed that, as a woman, Snyder would not be interested or able to go to a math talk.
據(jù)斯奈德說(shuō)，其中一名男子看到了她，并迅速問(wèn)她是否在尋找一個(gè)關(guān)于正在附近舉行的設(shè)計(jì)講座。他認(rèn)為，作為一個(gè)女人，斯奈德不會(huì)對(duì)數(shù)學(xué)感興趣，也不會(huì)去參加數(shù)學(xué)講座。
It appears to just be a helpful suggestion, but it communicates that it's impossible or unlikely that a woman couldn't be an engineer.
這似乎只是一個(gè)有益的建議，但它傳達(dá)出一個(gè)女人不可能或不能成為工程師。
What to say instead: Don't assume people don't belong or make them feel as if they're outsiders.
應(yīng)該說(shuō)的是：不要假設(shè)人們與事情毫無(wú)關(guān)系，或者讓他們覺(jué)得自己是局外人。
'Are you an intern? You look so young!'
“你是實(shí)習(xí)生嗎？你看起來(lái)很年輕！”
"By complementing a woman on her appearance, in a professional setting, you are reinforcing sexist beliefs about women's worth — that first and foremost, women must be attractive, and this is a primary function of their social role," Pennington told Business Insider.
彭寧頓在接受《商業(yè)內(nèi)幕》采訪時(shí)表示：“在職業(yè)場(chǎng)合稱贊一名女性的外表，這就強(qiáng)化了性別歧視者對(duì)女性價(jià)值的看法——首先，最重要的是，女性必須具有吸引力，這是她們社會(huì)角色的主要功能?！?BR> "When an older male colleague tells a junior female colleague 'You look so young' or 'You look like a student,' the comment focuses attention on her appearance rather than on her credentials, and it may subtly undermine her authority on the job," Mallinson told Business Insider.
馬林森在接受《商業(yè)內(nèi)幕》采訪時(shí)說(shuō)：“當(dāng)一位年長(zhǎng)的男同事對(duì)一位年輕的女同事說(shuō)‘你看起來(lái)很年輕’或‘你看起來(lái)像個(gè)學(xué)生’時(shí)，她的評(píng)論會(huì)把注意力集中在她的外表上，而不是她的學(xué)歷上，這可能會(huì)潛移默化地削弱她在工作中的*?！?BR> Remarking on someone's apparent youth also implies that they seem inexperienced or potentially unqualified for their job.
對(duì)某人明顯年輕的評(píng)價(jià)也意味著他們似乎缺乏經(jīng)驗(yàn)或可能不勝任自己的工作。
What to say instead: Nothing. There's no reason to comment on a coworker's appearance. If you genuinely want to know their job title, look it up in a company directory.
取而代之的是：什么也不說(shuō)。沒(méi)有理由去評(píng)論同事的外表。如果你真的想知道他們的工作頭銜，可以在公司的目錄上查一下。
'Is that your real hair?'
“那是你真正的頭發(fā)嗎?”
Receiving comments about one's natural hair is a frequent struggle for African-Americans in particular.
聽(tīng)到關(guān)于自己的頭發(fā)的評(píng)論種經(jīng)常性的斗爭(zhēng)，對(duì)于非裔美國(guó)人來(lái)說(shuō)特別明顯。
"My cubicle partner is black and has natural hair," an anonymous reader wrote to Buzzfeed. "She has a pretty big afro, and at least once a week someone asks me if I think her hair is unprofessional, if it violates the dress code, or if it distracts me. No, Kathy. Her hair does not make me feel anything. You, however, leaving your desk and interrupting my work to try and start s--t makes me feel things."
一位匿名讀者給Buzzfeed網(wǎng)站寫道：“我的同事膚色是黑色的，頭發(fā)也是自然的?！薄八幸粋€(gè)相當(dāng)大的非洲式發(fā)型，每周至少有一次有人問(wèn)我，她的頭發(fā)是否不專業(yè)，是否違反了著裝規(guī)定，或者是否讓我分心。不，凱西。她的頭發(fā)讓我感覺(jué)不到任何東西。然而，你離開(kāi)了你的辦公桌，打斷了我的工作，試圖開(kāi)始工作，這讓我感覺(jué)不到什么?！?BR> Black women's textured hair is often perceived as "less professional" than smooth hair, according to the Perception Institute.
根據(jù)知覺(jué)研究所的研究，黑人女性有質(zhì)感的頭發(fā)通常被認(rèn)為與光滑的頭發(fā)相比“不那么專業(yè)”。
For black women, the bias against natural hair results in higher levels of anxiety about their appearance. One in five black women feel socially pressured to straighten their hair for work, which is twice the rate for white women.
對(duì)于黑人女性來(lái)說(shuō)，對(duì)天然頭發(fā)的偏見(jiàn)導(dǎo)致她們對(duì)自己的外表更加焦慮。五分之一的黑人女性覺(jué)得在工作時(shí)拉直頭發(fā)是一種社會(huì)壓力，這是白人女性的兩倍。
What to say instead: Nothing. A person's natural hair, regardless of their ethnicity, should be accepted as professional and workplace-friendly.
取而代之的是：什么也不說(shuō)。一個(gè)人的自然頭發(fā)，不論其種族，都應(yīng)該被認(rèn)為是職業(yè)和工作環(huán)境友好的。
(Interrupting) 'Well, actually, I think…'
（打斷別人）“實(shí)際上，我認(rèn)為……”
Men are nearly three times as likely to interrupt a woman instead of another man.
男人打斷女人說(shuō)話的可能性是他打斷男人說(shuō)話的三倍。
The New York Times called men interrupting women "a universal phenomenon." And the kicker is when a man parrots the same idea as the woman he interrupted, receiving all the credit for it.
《紐約時(shí)報(bào)》稱，男性打斷女性是“一種普遍現(xiàn)象”。而最引人注目的是，當(dāng)一個(gè)男人和那個(gè)被他打斷的女人鸚鵡學(xué)舌時(shí)，他得到了所有的稱贊。
"I can't even count the number of times I've witnessed a woman being interrupted and talked over by a man, only to hear him later repeat the same ideas she was trying to put forward," Grace Ellis told the Times. "I'd say I see this happen … two to three times a week? At least?"
格蕾絲·埃利斯在接受《泰晤士報(bào)》采訪時(shí)說(shuō)：“我甚至數(shù)不清有多少次我親眼目睹一個(gè)女人被一個(gè)男人打斷，被他搭訕，結(jié)果卻聽(tīng)到他重復(fù)著她想要表達(dá)的想法。我會(huì)說(shuō)，我看到這種情況發(fā)生……一周兩到三次？至少？”
Elizabeth Ames, senior vice president of marketing, alliances, and programs for the Anita Borg Institute, also said this is one of the biggest workplace microaggressions she hears about.
伊麗莎白·艾姆斯是安妮塔博格研究所負(fù)責(zé)營(yíng)銷、聯(lián)盟和項(xiàng)目的高級(jí)副總裁。
"Another thing we hear a lot is when they share an idea or comment and everyone ignores it, then the male in the room says it and everyone thinks it's the greatest thing," Ames told Fast Company.
艾姆斯告訴Fast Company網(wǎng)站：“我們經(jīng)常聽(tīng)到的另一件事是，當(dāng)他們分享一個(gè)想法或評(píng)論時(shí)，每個(gè)人都忽略了，然后房間里的男人們就會(huì)說(shuō)出來(lái)，每個(gè)人都認(rèn)為這是最棒的事情?！?BR> What to do instead: Wait for the person to finish their thought. And if you like their idea, give them credit.
取而代之的做法：等待那個(gè)人說(shuō)完他們的想法。如果你喜歡他們的想法，就相信他們。