据说伪球迷就是平时不看足球，只看世界杯。要是这么说我连伪球迷都算不上。所以自世界杯嗡嗡祖拉（vuvuzela）开锣以来，还找不着感觉，虽然有读者建议我写些世界杯的内容，但真不知道写些什么才可以应景。所以今天还是推荐一篇外国媒体上的文章，发表在去年底的美国印第安纳州报纸Post Tribune上署名ELIZABETH DILTS的一篇文章，题目是Chinese-Americans need not apply ... how to cope with others' racism，谈美籍华人在中国遭遇的另类“歧视”，理由是不够“白”。文章摘要转发如下（英语原文附后）：

招聘：年轻上进的专业人士，愿意到遥远而荒凉的东方----中国工作，服务单位是一家中英双语媒体。不仅需要汉语流利，而且有一张外国人面孔。拥有新闻专业学历、普通话说、读、写流利。白人女性优先。月薪700美元，无福利。

“这不是美国人所说的歧视。”中国一家双语杂志的主编对我说，“只是出版方觉得一个白人看上去更有外国味。”此时，主编手里拿着两份简历，两位都是接替我在这家杂志的英文编辑职位的应聘者。

有一份简历来自一个穿着讲究、雄心勃勃的美籍华人女孩，她不久前从加利福尼亚大学洛杉矶分校新闻学院毕业，正在找第一份工作。第二份简历来自佛罗里达州的一名美国白人女性，她为一家外国慈善机构工作。

这位白人不会说中文，但那位美籍华人会说，而且很流利。录用谁应该是明摆着的事儿。但是，主编要我找时间与那位美籍华人女孩喝咖啡，并通知她被拒绝了，面试都没必要。她没有被录用，因为她看上去太像中国人了，主编希望办公室看上去更国际化，而且外表比语言沟通能力更重要。

“那没什么，听我告诉你一件事。”我的朋友高岩(音译)说。高是中国人，但拥有美国国籍。他在美国生活了16年，其经营的美国酿酒厂在南京开设分厂时，他回到中国。“我的营销总监是美籍意大利人，我头一次带他去中国时，那些人以为他是老板！他们到飞机上接我们，领着他----我的助手，走过红地毯！”

真是可悲，但可以理解。华人看起来往往像是中国人，有时候乍一看，让人还以为是土生土长的中国人，而白人看上去要“洋气”得多。但在我所在媒体招聘一事上，以上这种逻辑马上变得不可接受，原因有几个：首先，这份杂志是平面媒体。金发碧眼的白人又不上电视，而且她也不会说汉语；其次，美籍华人根本不在考虑之列。如果我坚持雇用她，她很有可能面临办公室内歧视，得到一份更低的薪水。

在经过一场乏味的面试后，我把那个应聘白人的简历塞到了一堆文件底部。接着，第二份美籍华人的简历来了，接着第三份、第四份。有一位似乎不错：拥有纽约大学新闻学学历，母语是英语，中文流利。我把她的简历给主编看。“哦。”她的失望之情溢于言表----又是个“ABC(在美国出生的华人)”。

我现在面临的难题不是录用谁，而是我是否应该去考虑美籍华人？如果我想雇用一名美籍华人、加拿大籍华人或澳大利亚籍华人，我不得不向来者承认歧视的存在。那谁会受益？

“很高兴认识你。我们办公室要么拒绝你的应聘，因为你不够白；要么你可以在我们这里工作，但工资要比不够条件的白人少。任选。”是给应聘者这个选择，从而让他(她)被迫面对歧视，还是予以拒绝，使其免受歧视？倘若我选择后者，这不也是为歧视合法化了吗？

Chinese-Americans need not apply ... how to cope with others' racism
December 20, 2009
BY ELIZABETH DILTS, POST-TRIBUNE CORRESPONDENT
Wanted: Young, professional go-getter willing to relocate his/her life to the wild, wild East -- China -- to work for the Chinese media in an office where you need not only fluency in Mandarin, but a foreign complexion. Looking for candidates with a background in journalism, proficiency in spoken, reading and written Mandarin Chinese who value tolerance above the individual. Preference will be shown to blondes. Salary: $700/month, no benefits.
"It's not, how do Americans say, discrimination," my managing editor told me, as she recited the message come down the pipe from my publisher. "It's just that Nancy (the publisher) thinks a blonde would look more foreign."
My publisher held two resumes in her hands, both applications to replace my co-English editor at the bilingual magazine where I work in China.
One was submitted by a well-heeled and ambitious young Chinese-American woman, who recently graduated from UCLA's school of journalism and was looking for her first job. The second resume was submitted by an American blonde from Florida who worked in promotions for a foreign charity in town.
The blonde can't speak Chinese. The Chinese-American can -- fluently. That should have made the decision easy.
But it was discrimination and the decision of how to navigate that sensitive conversation, how to cope with another's racism and how to mediate between my own values and reality was anything but easy.
My editor asked me to tell the Chinese-American girl, when I met her for coffee next week, that she was not offered the job. There was no need for even an informational interview.
She wasn't offered the job because she looked too Chinese and my boss wanted someone who made the office look more international.
And that image was more important that the ability to communicate.
"That's nothing. Wait 'til you hear this one," my friend Gao Yan said. Gao is Chinese but holds citizenship in both China and America -- a rare and controversial duality he was granted in 1989, when he was protected under political asylum. Gao lived in Providence, R.I., for 16 years and returned to China when his American microbrewery opened it's first China plant in his home town, Nanjing.
"The first time I brought my director of marketing, an Italian guy from Providence, to China, those (expletives) thought he was the boss! They greeted us at the plane and led him, my assistant, down the red carpet!"
It's deplorable but understandable. A person of Chinese heritage often looks Chinese and it's likely, on first glance, he or she might be mistaken for being native.
A blonde looks much more foreign.
But in this situation that unsatisfactory logic escalated to an unacceptable level for several reasons.
First, a magazine is a print operation. This isn't CNN and we're not talking Andrea Koppel, Ted Koppel's Irish-looking daughter who reported from China in masterful Mandarin.
The blonde candidate wouldn't be on TV and she's not fluent. Second, the Chinese-American candidate simply wasn't wanted. If I insisted on hiring her, she would likely face inter-office discrimination and be offered a lower salary.
Imagine Connie Chung being un-marketable in China.
After an underwhelming interview, I shuffled the blonde's resume to the bottom of my stack and returned to the classifieds. Then a second Chinese-American's resume came in, and a third, and a fourth. One looked promising: journalism degree from NYU, native English speaker with fluency in Chinese, previous writing experience and a love of China's "often unrefined and instantaneous demands." I took it to my managing editor.
"Oh," she said. She didn't need to say more for the disappointment to register. Another ABC -- American-Born Chinese.
The dilemma I now find myself in is not who to hire, but rather should I even bother considering Chinese-Americans?
If I wanted to hire a Chinese-American, or a Chinese-Canadian, or a Chinese-Australian, I'd feel obligated out of mutual humanity to confess the managements' discrimination. And who would that benefit?
"Nice to meet you. Our office is either rejecting your application because you're not white enough or you can work for us for less money than someone less qualified. Your choice."
Is it better to be given the choice and be forced to face discrimination, or is it better to be protected, but denied? And if I chose the later, does it validate discrimination?
"Nice to meet you. Our office is either rejecting your application because you're not white enough or you can work for us for less money than someone less qualified. Your choice."