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When many of America's biggest companies made diversity pledges after the murder of George Floyd, we decided to track how well they lived up to those promises.
乔治·弗洛伊德被谋杀后，美国许多大公司做出了员工多元化承诺，在那之后，我们决定跟踪这些公司履行承诺的情况。
And in that first year, we found stark disparities for people of color and women, particularly when it came to executive ranks.
在第一年，我们发现有色人种和女性明显较少，特别是在高管这个级别。
The way it's typically reported, companies show that they have hundreds of people in executive jobs, when really the most power is held by a handful of individuals at the top of those companies.
按照通常的报道，这些公司显示有数百人担任高管职位，而实际上最大的权力掌握在公司高层的少数人手中。
And so that's why we looked at named executives specifically.
这就是我们特别关注了指定执行官的原因。
Now that's just a technical term for the highest ranked people and the best paid at any company.
这是一个技术术语，指的是公司级别最高、薪酬最高的人。
We looked at those people for 2020 and 2022, and we found that disparities existed even at the highest level of these companies.
我们研究了2020年和2022年指定执行官的人员构成，发现即使是在最高级别，人员构成也并不平均。
Although white men account for about a third of U.S. workers, they held about 70% of these top jobs.
白人男性约占美国劳动者的三分之一，但他们在最高级别职位中约占70%。
But we did find that representation was improving for some groups.
但我们确实发现，某些群体的比例正在改善。
Black men stood out.
黑人开始脱颖而出。
They held 14 named executive jobs in 2020, and by 2022, they held 19.
2020年，14名黑人担任指定执行官，到2022年，人数增长到19个。
Companies, particularly America's biggest companies, struggled to promote women of color in particular .
很多公司，尤其是美国最大的一些公司，苦于提拔有色人种女性。
Overall, men outnumber women five to one among named executives.
总体而言，指定执行官中男女比例为5：1。
But the gap is even bigger for Hispanic women and Latinas who held less than 1% of these top jobs, even though there's something like 9% of the US workforce.
但拉美裔女性和拉丁裔女性占比更小，她们占美国劳动力总体约9%，但在最高级别职位中所占比例不到1%。
What corporate leaders and investors are seeing from research is that it's not just a moral issue, it's a business one.
企业领导人和投资者通过研究发现，员工多元化不仅事关道德，也事关商业。
Companies that are more diverse perform better.
多元化程度越高的公司表现越好。
And yet what folks told us is that too many company leaders see diversity as something to do on the side instead of a priority that should be at the core of their business strategy.
然而，人们说很多公司领导人不重视多样性，没有把它作为商业战略的核心事项。
Some companies have started to tie executive bonuses to diversity and inclusion goals.
一些公司已经开始将高管奖金与实现多元化和包容性相挂钩。
Investors are asking more questions about diversity metrics when deciding where to put their money.
投资者在决定将资金投到哪里时，会询问更多与多元化相关的问题。
But really those structural changes inside a company's culture and definitions of who is equipped to lead are really crucial to making changes.
但实际上，想要做出改变，最重要的是公司文化内部的结构性变化，以及对有领导能力的人的定义。
