We all need to encourage men to lean in to their families.
我們都需要鼓勵男人在承擔家庭責任方面更積極。
Unfortunately, traditional gender roles are reinforced not just by individuals, but also by employment policies.
遺憾的是,在美國,傳統的性別分工不僅被個人強化,也被就業政策所強化。
Most companies in the United States offer more time off for maternity than paternity leave,
但大多數美國公司的產假都比陪產假更長,
and men take far fewer extended breaks from work for family reasons.
男人出于家庭原因要求休假的時間普遍較少。
Our laws support this double standard.
我們的法律支持這個雙重標準。
In the United States, only five states provide any income replacement for the care of a new baby (which is a large problem in and of itself).
在美國,只有5個州會用收入替代產假(這種做法本身就有很大問題);
In three of these states, this benefit is only offered to mothers and is characterized as a pregnancy disability benefit.
其中有3個州規定這種福利只有母親享有,而且還被歸為產后行動不便帶來的福利;
Only two states offer a paid family leave benefit that fathers can use.
只有兩個州為新爸爸們提供了帶薪陪產假。
In general, fathers do not take much time off for a new child;
一般而言,男性不會為了家里的新生兒休假太長。
a survey of fathers in the corporate sector found that the vast majority took off one week or less when their partners gave birth,
對在企業部門當父親的男性所做的一項調查發現,他們在伴侶分娩時只會休一個星期或更短的假,
hardly enough time to start out as an equal parent.
這幾乎很難讓他們從一開始就成為與伴侶地位平等的家長。
I'm proud that even before I arrived, Facebook offered equal time for maternity and paternity leave.
令我驕傲的是,在我到臉譜網之前,公司就已經為產假和陪產假提供了相同的時間。
When family friendly benefits like paternity leave or reduced work hours are offered,
如果有類似陪產假或可以減少工作時間的福利規定,
both male and female employees often worry that if they take advantage of these programs, they will be seen as uncommitted to their jobs.
員工又常常擔心是否能充分地利用它們,擔心休這些假會被認為對工作不夠投入。
And for good reason.
這種擔心完全是有原因的。
Employees who use these benefits often face steep penalties ranging from substantial pay cuts to lost promotions to marginalization.
享受這些福利的員工常常要面對不合理的處罰,從大幅減薪到失去升職機會、被邊緣化。