To avoid future confusion, I propose the following for work related to unit A for the time being:
S will provide support for Area 1 and I will provide support for area 2 Monthly monitoring meetings: we do it alternately. I have spoken to S about this after he rejected my request to speak during last meeting. Weekly meetings with Contractor B, S should leave time for me to speak, just like I did for him for the previous X project.
S and I can cover each other when one is off for vacation.
S has been very discouraging. He told me several times that nobody cares about Unit A. The last time he said that was when I asked him to allow me to speak during the last monthly monitoring meeting. 我performance review 的时候也显示了unit A没有挑战，小头说it is more important than you think.
I still don’t understand why he acted like that toward me. I am still confused why he started shouting at me during that X meeting last year when he first joined the company. When I pointed out the problems with Y project, he threw out harsh language toward me. Without me, I am sure the will not cover X case, not to say Y
After the company wide training on “BIAS”, as a minority woman over 50 with accent, I realized that the problems that I had been facing had very little to do with communication skills. 领导让我提高communication skills
I will try to be professional to work with S in the future. However, I will not accept any harassment and discouragement. His behavior has caused confusion, frustration, and affected my mental health.
2. 歧视是把双刃剑。指责别人歧视要有证据 “he threw out harsh language toward me” 不是证据。即使有证据告赢了，你就有了“敏感”的名声。以后有的人会特别小心地对待你，该说的不说，该做的不做。有的人会成心用抓不到把柄的方式真正歧视你。你不可能每次都去告状。在指责别人歧视之前，要做好找工作的准备。
Thank you for your inspiring performence review and the suggestions for my goals of coming year's performence.
I went over both S and my work carfully, figured out that there are some unnecessaryly overlaps between our works. To be more efficint and effectively support our clinets. There are some improvement I'd like to implement:
1. I'm in charge of project A support and S is in charge of proect B support. We will help each other to solve difficult issues if needed.
2. The host of monthly meeting will be altered to address the issues of project B and A, therefore, hosted by S and I, respectively.
3. When there are different solutions of the same issue, avoid discussing our differences in front of clients will give our clints more confidence to us. We can always discuss the issue in private to reach a best solution for client and our compamy.
Please let me know if you agree with my assesment.
such as "discouraging", "confusion", "frustration", etc..
His abrasive behavior indicates that he does not want to be seen working with you. He is telling others to see him separate from you.
The problem lies with the leadership. Hard to imagine his brazenness in an office without looking at the upper management.
It's a tough situation. But being a "passive victim" is not going to lead to a good outcome. If you need to be "allowed" to speak at a meeting, not sure how your manager is going to think. Some of your wordings make the manager hasitate to support you because he is not sure how much effort is required on his part.
Address observable behaviors, do not imply motive or intention, especially in written form. Do not hint on race unless you have hard evidence.
Focus on the work, not your emotions. You cannot control how others behave, but you have control over your reaction. Don't let his behavior distract you from the work issues.
(Some of the wordings that make you sound weak:
for the time being <telling other you are not certain, you are not committed>
S will provide support for Area 1 and I will provide support for area 2 <reverse the order>
S has been very discouraging. <it's your feeling>
I am still confused why... <never say you are confused>
as a minority woman over 50 with accent <not adding anything, do not mention age>
I will try to be professional to... <avoid the word "try". I have been professional...>
我在这个厂已经快四年了。最近被分到新的岗位要和一个去年加入的白男S合作.可是他一直对我狠粗鲁，并且把着活不让我干,开会也不给我机会说话.他和我都是干活的。performance review 的时候我已经抱怨他不让我参与了。我打算给领导写一封信建议分工，顺带说一下他对我的恶劣态度.大家看看这样合适吗？我怕把领导惹毛了，经常小心翼翼。给人打工得看人脸色。大头和小头给我做performance review.这个S是小头的前同事
To avoid future confusion, I propose the following for work related to unit A for the time being:
S will provide support for Area 1 and I will provide support for area 2 Monthly monitoring meetings: we do it alternately. I have spoken to S about this after he rejected my request to speak during last meeting. Weekly meetings with Contractor B, S should leave time for me to speak, just like I did for him for the previous X project.S and I can cover each other when one is off for vacation.
S has been very discouraging. He told me several times that nobody cares about Unit A. The last time he said that was when I asked him to allow me to speak during the last monthly monitoring meeting. 我performance review 的时候也显示了unit A没有挑战，小头说it is more important than you think.
I still don’t understand why he acted like that toward me. I am still confused why he started shouting at me during that X meeting last year when he first joined the company. When I pointed out the problems with Y project, he threw out harsh language toward me. Without me, I am sure the will not cover X case, not to say Y
After the company wide training on “BIAS”, as a minority woman over 50 with accent, I realized that the problems that I had been facing had very little to do with communication skills. 领导让我提高communication skills
I will try to be professional to work with S in the future. However, I will not accept any harassment and discouragement. His behavior has caused confusion, frustration, and affected my mental health.
这个白男说是因为不给她转正。不得不说女性在厂里受排挤。
这种he said she said cat fight 一般是负能量。如果你们公司正涌起一阵把白人大多数拉平，给少数民族上升空间的热潮，那你可能是一颗好棋子。把白人中层拉下来，以后换成少数族裔。但是过后你会不会上升很难说。刮这股风的氛围四十岁也许就是熟透的年龄了。
拿掉一些emotional 的部分。从提高工作效率方面着眼
1. 你的情况一封邮件解决不了问题，需要和头儿商量，面谈比较合适。问题解决了，用邮件跟进是为了留个底儿。
2. 歧视是把双刃剑。指责别人歧视要有证据 “he threw out harsh language toward me” 不是证据。即使有证据告赢了，你就有了“敏感”的名声。以后有的人会特别小心地对待你，该说的不说，该做的不做。有的人会成心用抓不到把柄的方式真正歧视你。你不可能每次都去告状。在指责别人歧视之前，要做好找工作的准备。
3. 改善你目前状况的办法你已经有了：建议分工。从头儿的角度看问题，这是一个正能量的行动。（你有了解决问题的方法，省得他想了。）
Dear John,
Thank you for your inspiring performence review and the suggestions for my goals of coming year's performence.
I went over both S and my work carfully, figured out that there are some unnecessaryly overlaps between our works. To be more efficint and effectively support our clinets. There are some improvement I'd like to implement:
1. I'm in charge of project A support and S is in charge of proect B support. We will help each other to solve difficult issues if needed.
2. The host of monthly meeting will be altered to address the issues of project B and A, therefore, hosted by S and I, respectively.
3. When there are different solutions of the same issue, avoid discussing our differences in front of clients will give our clints more confidence to us. We can always discuss the issue in private to reach a best solution for client and our compamy.
Please let me know if you agree with my assesment.
Thank you,
such as "discouraging", "confusion", "frustration", etc..
His abrasive behavior indicates that he does not want to be seen working with you. He is telling others to see him separate from you.
The problem lies with the leadership. Hard to imagine his brazenness in an office without looking at the upper management.
It's a tough situation. But being a "passive victim" is not going to lead to a good outcome. If you need to be "allowed" to speak at a meeting, not sure how your manager is going to think. Some of your wordings make the manager hasitate to support you because he is not sure how much effort is required on his part.
Address observable behaviors, do not imply motive or intention, especially in written form. Do not hint on race unless you have hard evidence.
Focus on the work, not your emotions. You cannot control how others behave, but you have control over your reaction. Don't let his behavior distract you from the work issues.
(Some of the wordings that make you sound weak:
for the time being <telling other you are not certain, you are not committed>
S will provide support for Area 1 and I will provide support for area 2 <reverse the order>
S has been very discouraging. <it's your feeling>
I am still confused why... <never say you are confused>
as a minority woman over 50 with accent <not adding anything, do not mention age>
I will try to be professional to... <avoid the word "try". I have been professional...>
)
刚开始，再想对策
如果没有铁证，不要用这个词。因为见到这个词，领导必须马上调查，并通报H R 跟进。否则领导会被立即辞退
有关meeting， 这事需要自己先处理一下，不合适直接捅给老板。这样看上去，你的communication skill显弱。
首先你和S同级，你在会议上发言不需要他同意。下面几种情况的处理，供你参考。
1. S打断你发言，你直接告诉他，"please let me finish"。 在大多数情况下，it works. 同时因为他有打断你发言的习惯，自己可能也需要事前做些功课，把发言准备好，条理列清楚，要求列清楚。会议如果没有到达你要的答案，你可以再主持一个会议。
2. S如果对你吼叫，你当场要对他说 ‘please calm down', 此话一出，其他人立刻会明白S情绪化了，职场上谁先情绪化谁输。 你要事后可以马上和经理complain，不能隔太久，不能范范而谈，要有具体时间地点。经理都要询问具体时间地点人证，范范而谈通常没有结果，反而增加领导认为你沟通能力不强的印象。
第一和第二点，如果掌控好了，是你的能力。不行的话，可以拿出来具体和领导反映一下。
3.把着活不让你干，这个你可以和经理谈，要求明确分工。记得要有具体的证据，合理的说法，不要直接上来说S。你要引导经理考虑的S的不妥之处。
"I'm not finished" 比 "please let me finish" 更有力一点儿。
如你帖中所说，LIZAR 在会议上发言不需要S同意。所以没有什么请不请，让不让的问题。同时是叙述事实。
然后他再问还有没有问题。这时，没有重要事情，我觉得发言也不恰当了