評論
打印
For Google, as for others, one key incentive came in the form of family leave.
和其他企業一樣，Google實行的一個關鍵的激勵機制是以家庭假的形式出現的。
In 2007, Google sweetened its leave policy, extending paid maternity leave to nearly five months, from three.
2007年，谷歌放寬了休假政策，將帶薪產假從三個月延長至近五個月。
The result was immediate.
這一政策的效果是立竿見影的。
Attrition rates for women who had babies plunged by 50%.
生育完孩子的女性員工的流失率降低了一半。
That set off an arms race of sorts, with a growing number of tech firms offering gender-neutral paid parental leave to men as well as women,
由此還產生了一種類似軍備競賽的效應，越來越多的科技公司為男性和女性提供不分性別的帶薪育兒假，
including Twitter (20 weeks), Etsy (26 weeks), Facebook (four months) and Change.org (18 weeks).
包括Twitter（20周），Etsy（26周），Facebook（4個月）和Change.org（18周）。
Netflix and Virgin Management increased paid parental leave to a full year.
Netflix和Virgin集團將帶薪育兒假提高到了一整年。
The practice is now spreading beyond the tech industry to other industries as well.
這種做法現在正在由科技行業蔓延到其他行業。
The results of these changes are still unfolding.
這些變化的結果仍有待觀望。
But they point to a hard truth.
但也暴露了一個冷酷的事實。
For men as well as women, it doesn’t matter how sincere companies are in embracing diversity if their own policies work against it—
那就是，對于女性以及男性員工來說，公司對多元化表現得再真誠都沒用，只要他們內部的政策與之相違背
and in particular if they make it impossible to balance work with family.
尤其是公司使得員工完全無法平衡工作與家庭的情況。
America lags far behind most industrial countries in this respect.
在這一方面，美國是要遠遠落后于大多數工業國家的。
It is the only industrialized country in the world that doesn’t offer paid parental leave.
因為美國是世界上唯一不提供帶薪育兒假的工業化國家。
At least 96 other countries offer not only guaranteed maternity leave but paternity leave as well, including Gambia, Armenia, Belarus, Azerbaijan, Togo and Mauritius.
至少有96個工業化國家不僅提供有保證的產假還提供陪產假，這些國家包括岡比亞、亞美尼亞、白俄羅斯、阿塞拜疆、多哥和毛里求斯。
Without broad policy changes that allow parents in every industry and at every level to have access to affordable health care and child care, the rest doesn’t matter.
如果沒有廣泛的政策變革讓每個行業和每個階層的家長都能獲得負擔得起的醫療保健和兒童保育福利，其他的措施都將是一紙空文。
