Employees exposed the toxic culture of blue origin: executives often harass female employees and call them "babies" and "sweethearts"

文章称，"蓝色起源"迫使员工签署严格的保密协议，压制内部反馈，忽视安全问题，并将女性置于性别歧视的环境中。此外，文章还列举了许多性骚扰指控的例子。

The article claims that blue origin forces employees to sign strict confidentiality agreements, stifles internal feedback, ignores safety issues, and puts women into a sexist environment. In addition, the article also cited many examples of allegations of sexual harassment.

文章写道："根据我们的经验，蓝色文化的基础是忽视地球的困境，对性别歧视视而不见，在安全问题上没有足够的协调，对试图纠正错误的人保持沉默。这不是我们应该在地球上创造的世界，也不是我们通往更美好世界的跳板。"

The article wrote: "according to our experience, the culture of blue origin is based on ignoring the plight of the earth, turning a blind eye to gender discrimination, not enough coordination on security issues, and keeping silent those who try to correct their mistakes. This is not the world we should create on the earth, nor the springboard for us to a better world."

这篇文章的作者是Alexandra Abrams，blue origin的前员工公关总监。她说，有20名现任和前任员工签署了该协议。这些人大部分是工程师。他们拒绝公开披露自己的身份，因为他们不想危及自己在blue origin的工作，也不想损害自己在航空航天行业其他工作的前景。"我离它已经够远了。我不再害怕了。他们让我保持沉默，"艾布拉姆斯说

The article was led by Alexandra Abrams, a former employee public relations director of blue origin. She said 20 current and former employees signed it. Most of these people are engineers. They refuse to disclose their identity publicly because they do not want to endanger their work in blue origin or harm their prospects for other jobs in the aerospace industry. "I'm far enough away from it. I'm no longer afraid. They let me keep silent," Abrams said

蓝源通讯副总裁琳达·米尔斯（Linda mills）在回应置评请求时表示，艾布拉姆斯在2019年多次被警告与联邦出口管制条例有关的问题后，"出于正当理由被雇主解雇"。

In response to the request for comment, Linda mills, vice president of communication at blue origin, said that Abrams was "dismissed by the employer for good reasons" after being repeatedly warned about issues related to federal export control regulations in 2019.

针对blue origin，艾布拉姆斯在一份声明中表示，她"从未收到管理层就联邦出口管制条例相关问题发出的任何口头或书面警告"。她承认自己被blue origin解雇，但表示听到这一消息后感到"震惊"。当时，她的经理说，"鲍勃和我再也不能相信你了，"指的是首席执行官鲍勃·史密斯。

In response to blue origin, Abrams said in a statement that she "has never received any verbal or written warnings from management on issues related to federal export control regulations". She admitted that she was fired by blue origin, but said she was "shocked" when she heard the news. At that time, her manager said, "Bob and I can't trust you anymore," referring to CEO Bob Smith.

关于性别歧视和骚扰

On gender discrimination and harassment

文章说，"在航空航天行业，劳动力中的性别差距非常普遍"，但在《蓝色起源》中，他们也表现出一种特定的性别歧视。

The article said, "in the aerospace industry, the gender gap in the labor force is very common", but in the blue origin, they also show a specific kind of gender discrimination.

给出了两个来自高层领导的例子。据报道，首席执行官史密斯核心圈的一位高管多次被投诉员工向人力资源团队提交性骚扰报告。但是，当blue origin招聘高级人力资源职位时，史密斯仍然让这位高管成为公司招聘委员会的成员。

Two examples from senior leadership are given. It is reported that an executive in CEO Smith's core circle has been repeatedly complained of sexual harassment submitted by employees to the human resources team. But when blue origin recruited for a senior human resources position, Smith still made the executive a member of the company's recruitment Committee.

在第二个例子中，据说一位前高管经常贬低女性，称她们为"女婴"、"娃娃"或"情人"，并询问她们约会生活的细节。文章称，blue origin将警告新招聘的女性员工远离据称与贝佐斯有密切私人关系的高管。文章说："直到这位高管触碰了一名女下属的尸体，他才最终被解雇。"

In the second example, a former executive is said to often belittle women, calling them "baby girls", "dolls" or "sweethearts" and asking them for details of their dating life. The article claims that blue origin will warn newly recruited female employees to stay away from the executive who allegedly has a close personal relationship with Bezos. "It was not until the executive touched the body of a female subordinate that he was finally fired," the article said

米尔斯在声明中说："蓝源公司不容忍任何形式的歧视或骚扰。我们为员工提供各种方式，包括24小时匿名热线，并将立即调查任何新的不当行为指控。"

Mills said in her statement: "blue origin does not tolerate any form of discrimination or harassment. We provide employees with a variety of ways, including a 24-hour anonymous hotline, and will promptly investigate any new allegations of misconduct."

文章称，蓝源还加强了严格的保密协议，并促使所有员工在2019年签署了一份非贬损条款的新合同。许多现任和前任员工表示，公司的工作文化"损害了许多人的心理健康"。

The article said that blue origin also strengthened the strict confidentiality agreement and promoted all employees to sign a new contract with non derogatory terms in 2019. Many current and former employees said the company's work culture "damaged the mental health of many people".

"许多前雇员和现任雇员的经历只能说是不人道的，他们害怕公开反对地球上最富有的人的潜在后果。"信中引用了一位在航空航天和国防工业工作数十年的高级项目负责人的话，声称"在blue origin工作是她一生中最糟糕的经历"。

"Many former and current employees have had experiences that can only be described as inhuman, and they are afraid of the potential consequences of openly opposing the richest people on earth." the letter quoted a senior project leader who has worked in the aerospace and defense industries for decades, claiming that "working at blue origin is the worst experience of her life".

联邦航空局审查安全指控

FAA reviews security allegations

安全问题是本文的另一个关键。文章称，"许多确保火箭安全的工程师"在受到内部批评后要么被迫离开，要么被"封存"。

Safety concerns are another key to this article. The article claims that "many engineers who ensure rocket safety" were either forced to leave or "sealed" after internal criticism.

文章说，去年，蓝源公司的领导层对其亚轨道火箭"新谢泼德"的低飞行频率"越来越不耐烦"，称该公司的团队需要从"每年几次飞行跳跃"增加到40多次。

The article said that last year, the leadership of blue origin was "increasingly impatient" with the low flight frequency of its sub orbital rocket "new Shepard", saying that the company's team needed to increase from "several flight jumps per year to more than 40".

文章写道："今年7月，当贝佐斯飞上太空时，我们没有分享他的喜悦。相反，我们中的许多人都很担心，有些人甚至不忍观看。与其他亿万富翁竞争和'为贝佐斯取得进展'似乎优先于安全问题，这将减缓议程。"

The article wrote: "when Bezos flew into space in July this year, we did not share his joy. On the contrary, many of us were worried, and some even couldn't bear to watch it. Competing with other billionaires and 'making progress for Bezos' seemed to take priority over the security issues that would slow down the agenda."

美国联邦航空管理局（FAA）周四在一份声明中表示，它正在审查本文中提出的安全问题，并认真对待每一项安全指控。

The Federal Aviation Administration (FAA) said in a statement on Thursday that it was reviewing the safety concerns raised in this article and took every safety allegation seriously.

文章认为，"蓝源"没有太多关注环境问题和对当地生态的影响。Blue origin位于华盛顿肯特的工厂在获得许可证之前就已经开始安装机器。此外，位于肯特的blue origin总部没有获得LEED认证，并声称其"建在湿地上"。

The article believes that blue origin does not pay much attention to environmental concerns and the impact on local ecology. Blue origin's factory in Kent, Washington, had begun installing machines before the license was obtained. In addition, the headquarters of blue origin in Kent did not obtain LEED certification and claimed that it was "built on wetlands".

21名蓝源员工的联名信全文：

Full text of a joint letter from 21 employees of blue origin:

我们是一支由21名蓝调员工组成的团队。我们中的许多人梦想着帮助发射载人火箭进入太空，并看到它安全地降落在地球上。但当贝佐斯今年7月飞上太空时，我们并没有分享他的喜悦。相反，我们很多人都很担心，有些人甚至不忍心看。

We are a team of 21 former and current employees of blue origin. Many of us dream of helping to launch a manned rocket into space and see it land safely on earth. But when Bezos flew into space in July this year, we did not share his joy. On the contrary, many of us are worried, and some even can't bear to watch it.

蓝色起源的使命挂在其网站的显著位置，是一个崇高的宣言："未来，数百万人将为了地球的利益在太空生活和工作。"我们所有人都加入了蓝色起源，并渴望创新和开拓进入太空的机会，以造福人类。我们认为有必要探索地球以外的人类文明。但是，如果公司的文化和工作环境是贝佐斯未来愿景的模板，那么我们正朝着反映我们现在生活的世界的最糟糕方式前进，我们迫切需要改变。

The mission of blue origin hangs in a prominent position on its website and is a noble statement: "in the future, millions of people will live and work in space for the benefit of the earth." all of us have joined blue origin and are eager to innovate and open up opportunities to enter space for the benefit of mankind. We believe that it is necessary to explore human civilization outside the earth. But if the company's culture and working environment are the template for Bezos's vision of the future, we are moving towards the worst way to reflect the world we live in now, and we urgently need to change.

Blue origin目前在美国六个州和其他几个国家拥有3600多名员工。然而，在贝佐斯创立的这家公司里，致力于为"每个人"建设未来的员工大多是男性，绝大多数是白人。所有高级技术和项目负责人均为男性。

Blue origin currently has more than 3600 employees in six states and several other countries in the United States. However, in this company founded by Bezos, the employees committed to building the future for "everyone" are mostly men and the vast majority are white. All senior technical and project leaders are male.

劳动力的性别差距在航空航天行业非常普遍，但在蓝色人种中，性别差距也表现出特定的性别歧视。众所周知，许多高级领导人总是轻视妇女。首席执行官鲍勃·史密斯（Bob Smith）核心圈子中的一名高管因性骚扰而多次向人力资源部举报。即便如此，在2019年招聘人力资源主管时，史密斯亲自任命他为招聘委员会成员。

The gender gap of labor force is very common in the aerospace industry, but in the blue origin, the gender gap also shows a specific gender discrimination. As we all know, many senior leaders have always belittled women. An executive in the core circle of CEO Bob Smith was repeatedly reported to the human resources department for sexual harassment. Even so, when recruiting HR executives in 2019, Smith personally appointed him as a member of the recruitment Committee.

另一位前高管经常以一种屈尊和贬低的方式对待女性，称她们为"女婴"、"娃娃"或"情人"，并询问她们约会生活的细节。他的不端行为是众所周知的，公司里很多女性开始警告新招聘的女性员工远离他，而他一直负责招聘。对我们许多人来说，他与贝佐斯的亲密关系保护了他。直到他触摸到一名女下属的尸体，他才最终被解雇。

Another former executive often treats women in a condescending and demeaning way, calling them "baby girls", "dolls" or "sweethearts" and asking them about their dating life details. His misconduct is so well known that many women in the company began to warn newly recruited female employees to stay away from him, while he has been in charge of recruitment. For many of us, he was protected by his close personal relationship with Bezos. It was not until he touched the body of a female subordinate that he was finally fired.

此外，一位前美国宇航局宇航员和蓝色起源公司的高管曾指示一组与他共事的女性："你应该向我寻求建议，因为我是个男人。"我们发现，许多公司的领导都不平易近人，对女性表现出明显的偏见。对驾驶新谢泼德号的担忧已经被压制，而女性也因为类似的担忧而被轻视。当一个人因表现不佳而被解雇时，即使在告别会上，他也可以体面地离开。然而，当一名显著改善了该部门工作表现的女领导被解职时，她被命令立即离开，安全人员在附近徘徊，直到五分钟后她离开大楼。

In addition, a former NASA astronaut and blue origin executive once instructed a group of women he worked with: "you should ask me for advice because I am a man." we found that many company leaders are not approachable and show obvious prejudice against women. Concerns about flying the new Shepard have been suppressed, and women have been belittled because of similar concerns. When a person is fired for poor performance, he is allowed to leave with dignity, even at a farewell party. However, when a female leader who significantly improved the performance of the Department was dismissed, she was ordered to leave immediately, and the security personnel lingered nearby until she left the building five minutes later.

一个声称其使命是为人类创造更美好的未来，但却充满性别歧视的组织的盲点是什么？不幸的是，蓝色起源的缺陷进一步扩大。该公司宣布，它致力于建设一个更美好的世界，但我们正在走向毁灭世界。然而，我们都没有看到蓝色起源制定了任何具体的计划来实现碳中和或显著减少其巨大的环境足迹。

What is the blind spot of an organization that claims its mission is to create a better future for mankind, but is full of gender discrimination? Unfortunately, the defect of blue origin extends further. The company announced that it is committed to building a better world, but we are moving towards destroying the world. However, none of us see that blue origin has developed any specific plans to achieve carbon neutrality or significantly reduce its huge environmental footprint.

贝佐斯发表了令人信服的声明，并向气候正义组织捐款，但"为了地球"始于人们自己的后院。根据我们的经验，环境问题从来都不是蓝色起源的优先事项。一次又一次，我们看到Kent工厂增加了新的产能，但直到机器出现之前，公司才开始考虑对环境的影响，包括需要管理废物的许可证。

Bezos made a compelling statement and donated money to climate justice, but "for the earth" began in people's own backyard. In our experience, environmental issues have never been a priority of blue origin. Again and again, we have seen the Kent plant add new capacity, but it was not until the emergence of machines that the company began to consider the impact on the environment, including the need for a license to manage waste.

多年来，员工一直关注环境问题，但这些问题并没有得到很大程度的解决。该公司于2020年开业的总部是未获得LEED认证的建筑，建筑在排水用于施工的湿地上。最终，周围的道路不得不抬高，以缓解随之而来的严重洪水。我们不认为可持续性、气候变化或气候正义会影响蓝色起源的决策过程或企业文化。

Over the years, employees have always been concerned about environmental problems, but these problems have not been solved to a great extent. The headquarters of the company opened in 2020 are buildings that have not obtained LEED certification, and are built on wetlands drained for construction. Eventually, the surrounding roads had to be raised to alleviate the ensuing severe floods. We do not see sustainability, climate change or climate justice affecting the decision-making process or corporate culture of blue origin.

这种文化也对许多人的心理健康产生影响，这些人使蓝色起源的运作成为可能。许多前雇员和现任雇员都有过不人道的经历，他们害怕公开反对地球上最富有的人的潜在后果。其他人甚至在这种有毒的环境中耗尽了对太空的热情后想到自杀。一位在航空航天和国防工业工作了几十年的高级项目负责人说，在blue origin工作是她一生中最糟糕的经历。

This culture also has an impact on the mental health of many people who make the operation of blue origin possible. Many former and current employees have had inhuman experiences and are afraid of the potential consequences of openly opposing the richest people on earth. Others even thought of suicide after consuming their enthusiasm for space in this toxic environment. A senior project leader who has worked in the aerospace and defense industries for decades said that working in blue origin was the worst experience of her life.

蓝之源的持不同政见者受到严重镇压。史密斯亲自告诉我们中的一个人，不要让员工轻易地在公司内部提问。史密斯还要求他的首席运营官提供一份麻烦制造者或煽动者的雇员名单。然后将这份名单分发给高级领导，以便他们能够与团队中的鼓动者"交谈"。该公司内部的批评人士因直言不讳而被迫下台，并表示愿意为签署更严格的保密协议而付费。史密斯的内部圈子做出单方面的决定，尽管它通常没有工程师、其他专家或不同部门的高级领导的支持。

Dissidents in the origin of blue were heavily suppressed. Smith personally told one of us not to let employees easily ask questions within the company. Smith also asked his chief operating officer to provide a list of employees of troublemakers or agitators. The list is then distributed to senior leaders so that they can "talk" to agitators in their team. Critics within the company were forced to step down for being outspoken and offered to pay in exchange for signing a stricter confidentiality agreement. Smith's inner circle makes unilateral decisions, although it usually does not have the support of engineers, other experts or senior leaders of different departments.

这种对反对派的压制也带来了安全问题，这是我们许多人发表这篇文章的动力。关于蓝色的起源，高层会议期间的一个常见问题是：马斯卡罗或布兰森何时进入太空？与其他亿万富翁竞争和"为贝佐斯取得进展"似乎优先于安全问题，这将减缓议程。

This suppression of opposition also brings security issues, which is the driving force for many of us to publish this article. At the origin of blue, a common question during the high-level meeting is: when will Mascaro or Branson go into space? Competing with other billionaires and "making progress for Bezos" seem to take precedence over security concerns that will slow down the agenda.

到2020年，该公司的领导人将对新谢泼德的年度航班越来越不耐烦，他们的目标是将航班数量增加到40多架次。我们中的一些人认为，在现有资源和人员的情况下，领导层以如此危险的速度发射，严重危及飞行安全。挑战者号航天飞机爆炸时，政府的调查确定，坚持一年发射24次"直接导致不安全的发射操作"。值得一提的是，挑战者号的调查报告还指出，内部压制意见分歧是导致灾难和生命损失的因素之一。

In 2020, the company's leaders will become increasingly impatient with the new Shepard's annual flights, and their goal is to increase the number of flights to more than 40. Some of us believe that with the available resources and personnel, the leadership launching at such a dangerous speed is seriously endangering flight safety. When the space shuttle Challenger exploded, the government's investigation determined that insisting on 24 launches a year "directly led to unsafe launch operations". It is worth mentioning that the challenger's investigation report also pointed out that internal suppression of differences of opinion was one of the factors leading to the disaster and loss of life.

一位署名的工程师说："蓝源公司非常幸运。到目前为止，还没有发生类似的致命事件。"这篇文章的许多作者表示，他们不会乘坐蓝源公司的运输工具。2019年，负责操作和维护新Shepard子系统的团队仅包括几名长期工程师。在我们的一些观点中，他们的职责远远超出了一个规模为两倍的团队的范围，从调查故障的根本原因到定期对火箭系统进行预防性维护。

An engineer who signed the article said: "blue origin is very lucky. So far, there has been no similar fatal incident." many authors of this article said that they will not take the transportation of blue origin. In 2019, the team assigned to operate and maintain a subsystem of the new Shepard included only a few long-time engineers. In some of our opinions, their responsibilities are far beyond the limits of a team of twice the size, from investigating the root causes of failure to regular preventive maintenance of rocket systems.

尽管blue origin拥有世界上最大的私人资金来源之一，但经理和员工提出的增加工程师、员工或费用的请求常常被拒绝。员工经常被告知"小心贝佐斯的钱"，"不要要求更多"和"心存感激"。在每周会议上，我们看到贝佐斯和首席执行官史密斯经常扩大现有项目的范围，有时甚至增加更多项目，但不增加必要的预算或人员。

Requests from managers and employees to increase engineers, employees or expenses are often rejected, although blue origin has one of the largest private sources of funds on earth. Employees are often told to "be careful with Bezos's money", "don't ask for more" and "be grateful". At the weekly meeting, we see that Bezos and CEO Smith often expand the scope of existing projects, sometimes even add more projects, but do not increase the necessary budget or personnel.

我们已经看到了一种决策模型，它通常优先考虑执行速度和成本降低，而不是增加适当的资源以确保质量。2018年，当一名团队负责人接手时，团队记录了1000多份与蓝色起源火箭发动机相关的问题报告，但这些问题从未得到解决。

We have seen a decision-making model, which usually gives priority to execution speed and cost reduction, rather than increasing appropriate resources to ensure quality. In 2018, when a team leader took over, the team recorded more than 1000 reports of problems related to the engine that powered the blue origin rocket, which were never solved.

我们中的许多人相信历史正在重演。我们是否应该允许那些打算让越来越多的人飞上太空的商业实体犯下导致过去灾难的同样错误？美国国家航空航天局（NASA）作为一个民间组织对公众负责，而私营公司的起源则不是这样。

Many of us believe that history is repeating itself. Should we allow commercial entities that intend to let more and more people fly into space to make the same mistakes that led to past disasters? The National Aeronautics and Space Administration (NASA) is responsible to the public as a civil organization, which is not the case with the origin of private companies.

2004年，国会暂停了商业空间部门新法规的制定，并指示联邦航空局制定指标，表明该行业何时足够成熟，以适应更严格的安全体系。在2019年提交国会的一份报告中，联邦航空局发现，目前的安全措施足以应对行业形势。与此同时，美国联邦航空局目前的公共安全保障措施仅限于确保火箭轨道不会与商用飞机相撞，也不会向下面的人投掷危险碎片。

In 2004, Congress suspended the development of new regulations for the commercial space sector and instructed the FAA to develop indicators to indicate when the industry was mature enough to adapt to a more stringent safety system. In a report to Congress in 2019, the FAA found that the current security measures were sufficient for the situation of the industry. At the same time, the FAA's current safeguard measures for public safety are limited to ensuring that the orbit of the rocket will not collide with commercial aircraft, nor will it throw dangerous debris onto the people below.

我们不应该牺牲自己的生命来吸引人们关注航天公司闭门讨论的内容。缺乏规章制度帮助商业航空业蓬勃发展，但现在是时候要求负责任的监督了！

We should not sacrifice our lives to attract people's attention to what space companies are discussing behind closed doors. The lack of rules and regulations has helped the commercial aerospace industry flourish, but now it is time to require responsible supervision!

如今，蓝源公司正在出售航天器座椅，称"安全是他们的头等大事"，但尽管没有多少监管措施来确保这一点。在内部，我们中的许多人没有看到领导层将注意力优先放在健全的系统工程实践上。系统工程产品是在新谢泼德飞机建造和飞行后创建的，而不是在设计阶段，这影响了验证工作。

Today, blue origin is selling spacecraft seats, saying "safety is their top priority", but although there are few regulatory measures to ensure this. Internally, many of us do not see leadership attention prioritizing sound systems engineering practices. System engineering products were created after the new Shepard was built and flown, not in the design phase, which affected the verification work.

当然，没有一家公司是完美的。但在公司和社会中同样重要的是，当错误暴露出来时，领导层会努力纠正错误并从中吸取教训。亿万富翁们可能喜欢把自己描绘成利他主义者，把他们的资源用于造福人类。然而，在我们看来，这一形象在很大程度上是公关团队创造的幻觉。

Of course, no company is perfect. But equally important in the company and society is that when mistakes are exposed, the leadership will try to correct them and learn from them. Billionaires may like to portray themselves as altruists and use their resources for the benefit of mankind. However, in our opinion, this image is largely an illusion created by the public relations team.

我们在地球上犯了很多错误。一家以人类未来解决方案为广告的公司的领导者不应该确保他们的公司以道德和负责任的方式运作，并在创造责任和确保安全的监督下运作吗？但在蓝色的起源中，情况并非如此。

We have made many mistakes on earth. Shouldn't the leaders of a company that advertises itself as a solution for the future of mankind ensure that their company operates in an ethical and responsible manner and under the supervision of creating responsibility and ensuring safety? But in the origin of blue, this is not the case.

在最高法院2018年的一项裁决巩固了仲裁协议的合法性后，贝佐斯悄悄地发起了一项倡议，要求所有员工签署并放弃在法庭上解决劳资纠纷或公开谈论骚扰或歧视行为的权利。2019年，blue origin的领导层要求所有员工签署新合同，包括一项非贬损条款，以限制他们，永远不要说任何会损害公司商誉的话。一些前雇员的合同现在规定，如果公司选择以违约为由起诉他们，他们必须支付公司的法律费用。领导核心圈跟踪谁签署了协议，并讨论对那些没有签署协议的人采取什么紧急措施。

After a ruling of the Supreme Court in 2018 consolidated the legitimacy of the arbitration agreement, Bezos quietly launched an initiative to require all employees to sign and waive their right to resolve labor disputes in court or openly talk about harassment or discriminatory acts. In 2019, the leadership of blue origin asked all employees to sign new contracts, including a non derogatory clause to restrict them and never say anything that would damage the company's goodwill. The contracts of some former employees now stipulate that if the company chooses to sue them for breach of contract, they must pay the company's legal fees. The core circle of the leadership tracks who signed the agreement and discusses what emergency measures to take against those who did not sign the agreement.

与许多批评亿万富翁去太空的人不同，我们大多数人将被归类为太空迷而不是太空批评家。如果富人想把他们的财富花在太空探险上，那就太好了。可以说，这项工作是为了探索、发现和服务我们共同的未来。承认私人太空旅行是一项工程壮举并想象太空生活会是什么样子是正确的。

Unlike many who criticize billionaires for going to space, most of us will be classified as space fans rather than space critics. If the rich want to spend their wealth on space adventures, that's great. It can be said that this work is to explore, discover and serve our common future. It is right to acknowledge that private space travel is an engineering feat and imagine what space life might look like.

贝佐斯轨迹殖民地的艺术表现具有乌托邦的氛围。但是，考虑到他在地球上的公司存在令人不安的系统性问题，这些殖民地究竟会是什么样子？根据我们的经验，蓝色起源文化的基础是忽视我们星球的困境，对性别歧视视而不见，在安全问题上缺乏协调，让那些试图纠正错误的人保持沉默。这不是我们应该在地球上创造的世界，也不是我们通往更美好世界的跳板。

The artistic rendering of Bezos track colony has a utopian atmosphere. But given the disturbing systemic problems within his companies on earth, what would these colonies actually look like? According to our experience, the culture of blue origin is based on ignoring the plight of our planet, turning a blind eye to gender discrimination, insufficient coordination on security issues, and silence those who seek to correct their mistakes. This is not the world we should create on earth, nor is it our springboard to a better world.

至少，贝佐斯和其他蓝色人种的领导人必须负起责任，学会如何经营一家受人尊敬、负责任的公司，然后才可以允许他们任意使用自己的财富和由此产生的权力来描绘人类未来的蓝图。但除此之外，我们所有人都应该反思这样一个问题：作为一个社会，我们是否应该让那些拥有高度自尊、无穷无尽的金钱和几乎没有责任感的人来塑造未来？（腾讯科技/金鹿审核）

At least, Bezos and other leaders of blue origin must take responsibility and learn how to run a respected and responsible company, and then they can be allowed to arbitrarily use their wealth and resulting power to draw a blueprint for the future of mankind. But beyond that, all of us should reflect on the question: as a society, should we allow people with high self-esteem, endless money and little sense of responsibility to shape the future? (reviewed by Tencent technology / Jinlu)

Link：https://new.qq.com/omn/20211001/20211001A03UVJ00.html

update time：2021-10-01 10:21:10