Interviewer:Tell me, Mr Griffin, are diversity risks really still an issue? Aren’t companies these days dealing with diversity?
主持：Griffin先生，管理多元化的風(fēng)險(xiǎn)現(xiàn)在仍然存在嗎？很多公司如今不是都有著手處理差異性問題了嗎？

Mr Griffin:Oh yes, they are very much an issue. We have come a long way since those days when employers were allowed to discriminate against job candidates just because of their race or their sex. The trouble is, the boundaries of diversity and discrimination are widening. Companies have a lot more to consider than a person’s skin colour or a person’s gender.‘
Mr Griffin：是的，這個(gè)問題相當(dāng)嚴(yán)峻。相比過去用人單位對(duì)應(yīng)聘者的種族歧視，性別歧視，現(xiàn)在已經(jīng)取得很大進(jìn)步。問題是“多元化”和“歧視”的界限現(xiàn)在日益擴(kuò)大。用人單位會(huì)考慮的已經(jīng)不僅僅是膚色和性別這么簡單了。

Interviewer:So can you give listeners an example of what kind of things you are referring to here?
主持：您能給我們的聽眾舉例解釋一下嗎？

Interviewer:Phew!! So how should companies protect themselves from this kind of thing?
主持：哇！那企業(yè)該如何規(guī)避這些風(fēng)險(xiǎn)呢？

Mr Griffin: Well, first of all they should think carefully about their recruitment policies and then they should take out insurance to cover themselves.
Mr Griffin：首先企業(yè)認(rèn)真思考他們的招聘規(guī)定，提前買好保險(xiǎn)保全自己。

Interviewer: Really?
主持：這是真的嗎?

Mr Griffin: Oh yes. Security firms are a good example here. They typically state that their employees need to be over or under a certain height or weight. They claim it’s necessary for the job, but there have been cases where people have claimed discrimination.
Mr Griffin：真的。保安公司就是一個(gè)很好的例子。他們特別提出員工的身高需要高于特定的高度，體重也要低于一定的標(biāo)準(zhǔn)。他們聲稱這是出于工作需要考慮，但是已經(jīng)有人對(duì)這樣的歧視進(jìn)行起訴了。

Interviewer: And won?
主持：后來勝訴了嗎？

Mr Griffin: Sometimes, yes. Then there are people with a criminal background. Employers used to feel justified in turning away job applicants just because they’d been in trouble with the law.
Mr Griffin：有時(shí)候會(huì)贏。還有些人有案底，過去雇主認(rèn)為因?yàn)樗麄冇蟹缸镉涗洠跃芙^這些求職者是非常合理的。

Interviewer: Isn’t that still the case?
主持：現(xiàn)在不也是這樣嗎？

Mr Griffin: No, not exactly. The law states that employers can only reject a job applicant with a criminal record if the crime bears a direct relation to the job in question. So somebody who has served a sentence for, let’s say, stealing cars would be all right in a job as a kitchen porter.
Mr Griffin：不完全是了。 法律規(guī)定，除非職位本身與案件是直接關(guān)聯(lián)的，雇主才可以拒絕有案底的求職者。

Interviewer: And Mr Griffin, tell me, how many people actually go through with their threats to sue a company for discrimination?
主持：Griffin先生請(qǐng)告訴我們，威脅要起訴他們公司歧視的員工，有多少人是真的付諸行動(dòng)了？

Mr Griffin: Well, I haven’t got the latest figures for the UK, but in the United States the Equal Opportunities Commission receive around eighty-five thousand complaints every year and that figure is rising. Race and sex account for most of the complaints that are filed, but age discrimination is on the increase too.
Mr Griffin：我還沒拿到英國的最新數(shù)據(jù)，但在美國的平等機(jī)會(huì)委員會(huì)每年就收到近8萬5千宗投訴，而且逐年增加。起訴的案件中以種族和性別歧視居多，年齡歧視案件也在增加。

Interviewer: So, any words of advice for risk managers?
主持：對(duì)風(fēng)險(xiǎn)管理者有什么建議嗎？

Mr Griffin: Well, first of all make sure that you have adequate insurance. Then address the issues of diversity from within the organisation. Get the employees involved. Celebrate the differences and try to build up a reputation as a fair employer. And remember – it is worth investing time and effort in addressing these issues because statistics have shown that you’re much more likely to be sued by an employee than a third party.
Mr Griffin：第一要確保購買足夠的保險(xiǎn)。其次從組織內(nèi)部解決差異性問題，讓員工也參與到其中。求同存異，建立公平的雇傭信譽(yù)。然后切記，投入時(shí)間和精力來處理企業(yè)的多元化問題是值得的，因?yàn)閿?shù)據(jù)顯示，被員工起訴比起被第三方起訴的幾率要大得多。