呃，優(yōu)衣庫的種族歧視有點(diǎn)兒不一樣

不過優(yōu)衣庫這次爆出的新聞則特別不一樣，竟然是白人員工表示自己受到亞裔老板的種族歧視。

圖片來源：視覺中國(guó)

英文原文音頻：

A HR manager has sued Uniqlo for $1 million claiming Australian executives mocked her for being white and gave preferential treatment to Asian workers.

一名人力資源經(jīng)理起訴優(yōu)衣庫索賠100萬美元，稱澳大利亞高管嘲笑她是白人，并且給予亞洲員工優(yōu)惠待遇。

Melanie Bell, 47, worked as a payroll and human resource information system manager at the Japanese clothing company's Melbourne office.

梅勒妮·貝爾，現(xiàn)年47歲，曾在這家日本服裝公司位于墨爾本的辦公室擔(dān)任工資和人力資源信息系統(tǒng)經(jīng)理。

The 47-year-old alleges in a statement of claim on Friday, she was bullied on four occasions and was held back from a pay rise and promotions by Uniqlo management.

這位47歲的女性在上周五的一份聲明中稱，她曾四次受到欺負(fù)，并且被優(yōu)衣庫的管理層阻止加薪和升職。

Court documents from the Federal Court state Ms Bell believes she was discriminated against because of her 'Caucasian heritage' and was 'denied career advancement opportunities because of her gender'.

聯(lián)邦法院的法庭文件顯示，貝爾女士認(rèn)為她受到歧視是因?yàn)樗?ldquo;白人血統(tǒng)”，并且“由于性別的原因，被剝奪了職業(yè)發(fā)展的機(jī)會(huì)”。

Other non-Asian and female senior managers in the business were denied a promotion, favouring senior managers who were ex-pats and/or male and/or of Asian descent, the claim said.

該聲明稱，該公司的其他非亞裔和女性的高級(jí)管理人員也被拒絕升職，他們更青睞的僑民、男性、亞裔的高級(jí)管理人員。

Ms Bell was initially approached by Uniqlo in 2015 after she worked for mining company MMG Limited and was told she would be 'instrumental' and could expect 'significant professional growth opportunities', during an interview.

貝爾最初是在2015年與優(yōu)衣庫接觸的，當(dāng)時(shí)她在礦業(yè)公司MMG有限公司工作。在面試中，她被告知她將會(huì)是“有用的”，可以期待“重大的職業(yè)發(fā)展機(jī)會(huì)”。

The HR professional was recognised as a 'global talent' and a 'future leader' through an internal program where she received performance review scores indicating she was 'exceeding expectations' or 'meeting expectations'.

通過內(nèi)部項(xiàng)目，這位人力資源專家被認(rèn)為是“全球人才”和“未來的領(lǐng)導(dǎo)者”，在該項(xiàng)目中，她收到的績(jī)效考核分?jǐn)?shù)表明她是“超出預(yù)期”或“達(dá)到預(yù)期”的。

But Ms Bell says she was denied career advancement opportunities despite her outstanding performance.

但貝爾表示，盡管她表現(xiàn)出色，卻仍然沒有獲得職業(yè)晉升的機(jī)會(huì)。

Management denied her a promotion during a performance review because of her 'negative attitude' during March and April 2017, Ms Bell's claim stated.

貝爾在聲明中表示，因?yàn)樗?017年3月和4月期間的“消極態(tài)度”，在一次績(jī)效考核中，管理層拒絕給她升職。

The claim also stated Ms Bell's mother had passed away in March 2017.

該聲明還稱，貝爾的母親于2017年3月去世。

She was told she could not be promoted until the 'Workday' HR software she had rolled out through the company was 'successfully implemented and in place' for six to 12 months.

她被告知，只有當(dāng)她在公司推出的“工作日”人力資源軟件“成功實(shí)施到位”6至12個(gè)月之后，她才能升職。

But an Asian employee was given a top performance review score for configuring the 'SAP' finance system to be 'ready for implementation'.

但是一名亞洲員工卻因?yàn)閷?ldquo;SAP”財(cái)務(wù)系統(tǒng)配置為“準(zhǔn)備好實(shí)施”，就獲得了最高的績(jī)效考核分?jǐn)?shù)。