反冲物料
By Daisuke Wakabayashi and Sheera Frenkel
若林大辅和希拉·弗伦克尔
OAKLAND, Calif. — When the coronavirus closed schools and child care centers and turned American parenthood into a multitasking nightmare, many tech companies rushed to help their employees. They used their comfortable profit margins to extend workers new benefits, including extra time off for parents to help them care for their children.
加利福尼亚州奥克兰—当冠状病毒关闭学校和儿童保育中心并将美国的父母身份变成一场多任务的噩梦时，许多科技公司都急于帮助他们的员工。 他们利用自己可观的利润率为工人提供了新的福利，包括为父母提供额外的休息时间，以帮助他们照顾孩子。
It wasn’t long before employees without children started to ask: What about us?
不久没有孩子的员工开始问：我们呢？
At a recent companywide meeting, Facebook employees repeatedly argued that work policies created in response to COVID-19 “have primarily benefited parents.” At Twitter, a fight erupted on an internal message board after a worker who didn’t have children at home accused another employee, who was taking a leave to care for a child, of not pulling his weight.
在最近的一次全公司会议上，Facebook员工反复辩称，为响应COVID-19而制定的工作政策“主要使父母受益”。 在推特上，一个内部没有留言板的工人指责另一名正在休假照顾孩子的雇员没有加重体重，这在内部留言板上爆发了一场斗争。
When Salesforce announced that it was offering parents six weeks of paid time off, most employees applauded. But one Salesforce manager, who is not permitted to talk publicly about internal matters and therefore asked not to be identified, said two childless employees, reflecting a sentiment voiced at several companies, complained that the policy seemed to put parents’ needs before theirs.
当Salesforce 宣布为父母提供六周的带薪休假时，大多数员工都为之鼓掌。 但是，一位不允许公开谈论内部事务并因此要求不愿透露姓名的Salesforce经理说，两名无子女的雇员反映了几家公司的心声，他们抱怨说这项政策似乎把父母的需求放在首位。
As companies wrestle with how best to support staff during the pandemic, some employees without children say that they feel underappreciated, and that they are being asked to shoulder a heavier workload. And parents are frustrated that their childless co-workers don’t understand how hard it is to balance work and child care, especially when day care centers are closed and they are trying to help their children learn at home.
随着公司在大流行期间竭力争取最好的支持员工的努力，一些没有孩子的员工说他们感到被低估了，并被要求承担更大的工作量。 父母感到沮丧的是，他们没有孩子的同事不知道平衡工作和托儿服务有多么困难，尤其是在日托中心关闭并且他们试图帮助孩子在家学习时。
The divide is more pronounced at some technology companies, where workers tend to be younger and have come to expect generous perks and benefits in exchange for letting their jobs take over their lives. Tech companies were among the first to ask employees to work from home at the start of the pandemic, and to offer generous leave and additional time off once it became apparent that children would remain home from school as well.
在一些科技公司中，这种鸿沟更为明显。在这些科技公司中，工人往往更年轻，并期望获得丰厚的津贴和福利，以换取他们的工作取代生活。 在大流行开始之初，高科技公司是最早要求员工在家工作的公司之一，一旦孩子显然也将留在家中，他们就会提供大量的假期和额外的休息时间。
The tension between parents and nonparents has been most vividly displayed at Facebook.
父母与非父母之间的紧张关系在Facebook上得到了最生动的体现。
In March, Facebook offered up to 10 weeks of paid time off for employees if they had to care for a child whose school or day care facility had closed or for an older relative whose nursing home was not open. Google and Microsoft extended similar paid leave to employees dealing with children at home or a sick relative.
3月，Facebook为员工提供了长达10周的带薪休假，如果他们必须照顾一个学校或日托设施关闭的孩子或一个养老院没有开放的年长亲戚。 谷歌和微软将类似的带薪休假延长给与在家中处理孩子或患病亲戚的雇员。
Mark Zuckerberg, Facebook’s chief executive and a father of two, also said the company would not be scoring employees on job performance for the first half of 2020 because there was “so much change in our lives and our work.”
Facebook首席执行官马克·扎克伯格(Mark Zuckerberg)是两个孩子的父亲，他是两个孩子的父亲，他还表示，该公司不会在2020年上半年在员工绩效方面给员工打分，因为“我们的生活和工作发生了很大变化。”
Every Facebook employee would receive bonus amounts usually reserved for very good performance scores, irking some childless employees who felt that those who worked more should be paid more.
每个Facebook员工通常都会获得奖金，这些奖金通常是为保持良好的绩效而保留的，这激怒了一些无子女的员工，他们认为工作更多的人应该得到更高的报酬。
When Sheryl Sandberg, Facebook’s chief operating officer, hosted a companywide videoconference on Aug. 20, more than 2,000 employees voted to ask her what more Facebook could do to support nonparents, since its other policies had benefited parents.
当Facebook的首席运营官Sheryl Sandberg于8月20日主持了一次全公司的视频会议时，有2,000多名员工投票询问她，Facebook还可以做些什么来支持父母，因为其其他政策使父母受益。
The question struck a nerve. An employee wrote in comments accompanying the video feed that it was “unfair” that nonparents could not take advantage of the same leave policy afforded parents. Another wrote that while the procedure for taking leave was usually difficult, it was “easy breezy” for parents.
这个问题让人感到震惊。 一名雇员在视频摘要随附的评论中写道，“非父母”不能利用父母提供的相同的休假政策是“不公平的”。 另一位写道，虽然休假的程序通常很困难，但对父母来说却“轻而易举”。
A parent responded in a note on her corporate Facebook page, visible only inside the company, that the question was “harmful” because it made parents feel negatively judged and that a child care leave was hardly a mental or physical health break.
一位父母在其公司Facebook页面上的一条笔记(仅在公司内部可见)中回答说，该问题“有害”，因为它使父母感到被否定的判断，而育儿假几乎不影响身心健康。
“Please don’t make me and other parents at Facebook the outlet for your understandable frustration, exhaustion and anger in response to the hardships you’re experiencing due to COVID-19,” the parent wrote. Video of the meeting and screenshots of employee responses on internal message boards were shared with The New York Times.
父母在信中写道：“请不要让我和其他父母在Facebook上露面，以免因您因COVID-19而遭受的困难而感到沮丧，疲惫和愤怒。” 会议视频和员工在内部留言板上的回复的屏幕截图与《纽约时报》共享。
Sandberg said she “disagreed with the premise of the question” that the leave policy and freeze on performance ratings were primarily benefiting parents. She added that larger-than-normal bonuses had been given to all employees and that everyone had received a $1,000 stipend to buy equipment for working from home.
桑德伯格说，她“不同意这个问题的前提”，即休假政策和冻结绩效评级主要是让父母受益。 她补充说，已向所有员工提供了比平常大的奖金，并且每个人都获得了1,000美元的津贴，用于购买在家工作的设备。
The employees persisted. In a written comment, one said more than 1,000 people agreed with the premise of the question and asked that Sandberg answer it again. She did, adding that Facebook has tried to design its leave policies to be “inclusive.”
员工坚持不懈。 有人在书面评论中说，有1,000多人同意该问题的前提，并要求桑德伯格再次回答。 她做到了，并补充说Facebook试图将其休假政策设计为“包容性”。
“I do believe parents have certain challenges,” she said. “But everyone has challenges, and those challenges are very, very real.”
她说：“我确实相信父母会面临某些挑战。” “但是每个人都有挑战，而这些挑战是非常非常现实的。”
Over the last few months, Facebook managers had to shut down discussions on internal forums singling out certain parents for not contributing, according to three members of the Facebook staff, who asked to remain anonymous because they were not permitted to discuss workplace issues with reporters.
Facebook员工的三名成员表示，在过去的几个月中，Facebook经理不得不关闭内部论坛的讨论，挑出某些父母没有捐款，他们要求保持匿名，因为不允许他们与记者讨论工作场所问题。
With its offices scheduled to remain closed until at least October and schools restarting online in California, Facebook said in August that the leave policy would remain in place through June 2021 and that employees who had already taken some leave this year would be afforded another 10 weeks next year.
Facebook的办公室计划关闭至至少十月，并且学校在加利福尼亚重新上线，Facebook在八月表示，休假政策将持续到2021年6月，而今年已经休假的员工将获得另外10周的假期明年。
That angered some nonparents. A few wrote openly about how isolated they felt, living alone and not seeing anyone for weeks at a time. The company, they said, seemed less concerned about their needs.
这激怒了一些非父母。 一些人公开地写到他们感觉如何孤立，独自一人住，一次又一次没有见到任何人。 他们说，该公司似乎不太担心他们的需求。
Facebook said all employees could take up to three days to cope with physical or mental health issues without a doctor’s note. It separately offers 30 days of emergency leave for all employees if they need to care for a sick family member. In addition, all Facebook employees receive an unlimited number of sick days and receive at least 21 vacation days a year.
Facebook表示，所有员工最多可能需要三天的时间来解决身体或精神健康问题，而无需医生注意。 如果所有雇员需要照顾生病的家庭成员，它会分别为他们提供30天的紧急假。 此外，所有Facebook员工每年都有无数的病假，并且每年至少休假21天。
“We’ve added more support for all of our employees and encourage everyone to have open discussions about the challenges they’re facing,” said Liz Bourgeois, a company spokeswoman. “In too many workplaces, trying to hide the added difficulties of caregiving or well-being is yet another burden people have to carry, and we don’t want that to be the case at Facebook.”
“我们为所有员工增加了更多支持，并鼓励所有人就他们面临的挑战进行公开讨论，”公司女发言人利兹·布尔乔瓦(Liz Bourgeois)说。 “在太多的工作场所，试图掩盖护理或福祉的额外困难是人们不得不承担的另一重担，我们不希望在Facebook上遇到这种情况。”
Resentment from employees without children about extra parental benefits existed at companies before the pandemic, of course. But the health crisis has amplified that tension. Parents who had normally been able to balance work and home are struggling to help their children learn remotely while still doing their jobs.
当然，在大流行之前，公司就对没有孩子的雇员对额外的父母福利感到不满。 但是健康危机加剧了这种紧张局势。 通常能够平衡工作和家庭的父母正在努力帮助他们的孩子在继续工作的同时进行远程学习。
In a July survey of 1,700 people conducted by ZipRecruiter, a job-listing and recruiting sites, parents said that if schools did not reopen at all this fall, the number of hours they could work would be reduced. Mothers said their working hours would be reduced 9%, while fathers said their time would go down 5%.
父母在一份工作清单和招聘网站ZipRecruiter于7月进行的一项针对1700人的调查中 ，父母表示，如果今年秋天根本不重新开放学校，他们可以工作的小时数将会减少。 母亲说，他们的工作时间将减少9％，而父亲说，他们的时间将减少5％。
It is a difficult situation for everyone, but “for people to get upset enough to say that ‘I feel this is unfair’ demonstrates a lack of patience, a lack of empathy and a sense of entitlement,” said Laszlo Bock, Google’s former head of people operations, or human resources. He is now the chief executive of the startup Humu, which aims to help companies manage employees more effectively.
Google的前负责人Laszlo Bock说，这对每个人来说都是一个困难的局面，但是“让人们感到沮丧，足以说'我觉得这很不公平'表明缺乏耐心，缺乏同理心和应有的权利。”人员操作或人力资源。 他现在是初创公司Humu的首席执行官，该公司旨在帮助公司更有效地管理员工。
At Twitter, where employees have unlimited days off, several workers went to the defense of the parent who was called out for taking a leave. Round-the-clock child care, they said, was not something they would do voluntarily.
在Twitter，员工可以无休假，几个工人去为被请假的父母辩护。 他们说，全天候托儿不是他们自愿采取的措施。
The bickering went on. Another employee retorted that more parents took advantage of Twitter’s unlimited leave policies than nonparents. He did not provide data or any details to back up that claim.
争吵继续进行。 另一名雇员反驳说，与非父母相比，更多的父母利用了Twitter的无限制休假政策。 他没有提供数据或任何详细信息来支持该索赔。
A spokesman for Twitter declined to comment. A Salesforce spokeswoman also declined to comment.
Twitter的发言人拒绝置评。 Salesforce发言人也拒绝置评。
Tension between parents and their childless co-workers may result from companies not doing a good job explaining that what benefits parents can benefit the entire workforce, said Erin Kelly, a professor at the Massachusetts Institute of Technology’s Sloan School of Management, who studies workplace policies and management practices.
麻省理工学院斯隆管理学院教授埃琳·凯利(Erin Kelly)说，父母与无子女的同事之间的紧张可能是由于公司做得不好，他们解释说父母可以从中受益，这可以使整个劳动力受益。和管理惯例。
“A question that we might ask the employees who are feeling some frustration about their co-workers being on leave is what do you think is going to happen if that person quits?” she said. “You’re going to actually be stretched further.”
“我们可能会问一个对正在休假的员工感到沮丧的员工的问题是，如果该员工辞职，您认为会发生什么？” 她说。 “您实际上将进一步伸展。”
For more great stories, subscribe to The New York Times.
欲了解更多精彩故事，请 订阅《纽约时报》 。
© 2020 New York Times News Service
©2020纽约时报新闻社
反冲物料
扫一扫
2668
被折叠的 条评论
为什么被折叠?
到【灌水乐园】发言
