網友討論：產假如何影響女性的職業(yè)生涯？

Lyn Perks
Let’s take two employees. They start right out of college with bright career expectations. They work hard and their manager is thrilled to have both in her department. After a few years both have great outlooks for their career and are climbing the ladder competitively. Bob takes a medical leave for three years and Dave continues to climb the ladder. Bob returns to the company where he left off (no damage to his career). Dave is now three years up the ladder. Bob may or may not be able to catch up. Dave continues to focus solely on his career. Bob has to manage his follow up care and occasionally has to take some days off to see a doctor. His doctor recommends that he maintain a 8 hour a day schedule so that he can attend to his own care routine. Dave continues to participate in work related after hours social activities and meets up with the VP on a regular basis and they form a close knit mentoring relationship. Dave takes on assignments that require travel away from home for several days at a time. Bob doesn’t take on those assignments because it would be detrimental to his health. His manager is understanding and does not reprimand Bob for prioritizing his health. At age 65, both Bob and Dave retire and at the retirement dinner they compare notes. Dave made much more money and had a higher title than Bob. Both were treated fairly by the company.

讓我們來看兩個員工。他們剛從大學畢業(yè)，懷揣著光明的職業(yè)前景。他們努力工作，經理也很高興能有兩個人加入她的部門。幾年后，兩人都對自己的職業(yè)前景充滿信心，且在競爭中不斷攀升。Bob因病請了三年的病假，而Dave則繼續(xù)在職場上晉升。Bob回到公司后，職業(yè)生涯沒有受到損害，他繼續(xù)從自己離開時的位置開始。而Dave則已經晉升了三年。Bob可能趕不上Dave，但也不一定。Dave繼續(xù)專注于自己的職業(yè)發(fā)展，而Bob則需要管理隨后的治療，并且偶爾需要請假去看醫(yī)生。Bob的醫(yī)生建議他保持每天8小時的工作時間，以便能夠照顧自己的健康。Dave繼續(xù)參與工作相關的社交活動，經常與副總裁見面，并建立了親密的導師關系。Dave還承擔了一些需要長時間出差的任務，而Bob因為健康原因并未接受這些任務。經理對Bob優(yōu)先考慮健康表示理解，并未因此批評Bob。在65歲時，Bob和Dave一起退休，在退休宴會上他們互相比較。Dave賺了更多的錢，并且職位比Bob高。公司對待他們是公平的。

Earl Dingman
Up until this century in America it could lead to unemployment and termination. Many employers wouldn’t hire women for fear they’d marry and have kids and leave the work place. Teachers in primary school were often forced to leave as early as 7 months.
America has lots of Victorian Conservative issues. Look at the last election. It’s a marvel conservatives tolerate women voting.
Women couldn’t be sports reporters until around the mid-1980 and 1990s. Now they are totally accepted in sports fields.

直到本世紀，在美國，休產假可能導致失業(yè)和被解雇。許多雇主因為擔心女性結婚生子后會離開職場，所以不愿雇傭女性。小學教師通常會被迫在懷孕七個月時就辭職。
美國有很多維多利亞時代保守的問題?？纯瓷洗蔚倪x舉。保守派居然容忍女性投票，真是令人驚訝。
女性直到1980年代中期和1990年代才開始成為體育記者?，F在她們在體育領域已經完全被接受了。

America still won’t elect a woman president. It’s considered “wow” when a woman was put on the Supreme Court or became Secretary of State.
That outta give you an idea of how the “boys club” thinks of women. And many think once a woman has a baby she should stay home and raise the children and grandchildren and let the husband work, unfortunately 40–60% of the families in America are one parent and I’ll give you a guess as to the sex of that one parent!

美國至今仍未選舉出女性總統(tǒng)。當女性進入最高法院或成為國務卿時，這常常被視為“哇”的事情。
這大概能讓你了解“男孩俱樂部”是如何看待女性的。很多人認為一旦女性有了孩子，她就應該待在家里養(yǎng)育孩子和孫子孫女，讓丈夫工作。不幸的是，美國40%-60%的家庭是單親家庭，我可以猜你猜得到那個單親的性別！

Limited maternity leave. Limited or no child care considerations. That’s why we became a Welfare state. Women often don’t have the resources to go back to work with no husband around, unless their jobs were very high paying and they saved.
Today it’s not as critical, but America doesn’t have the kinds of policies I hear Sweden and Denmark have, where even the husband can take time off.

有限的產假。有限的或沒有的托兒考慮。這就是為什么我們變成了一個福利國家。沒有丈夫在身邊的女性，通常沒有足夠的資源重新回到工作崗位，除非她們的工作薪水非常高并且有所儲蓄。
今天這種情況不那么嚴重，但美國并沒有像瑞典和丹麥那樣的政策，那里甚至丈夫也可以請假。

Lakshmanan PR
Well,
Maternity leave does not affect a woman employee's career. The leave is specifically created in order to help an woman employee who is on the family way. Since the the leave is a bit lengthy (which goes with the purpose for which the said leave has been made available) the concerned woman employee might be deprived of the knowledge of the developments relating to her career that take place during the period of her absence from her workplace on account of the availment of the said maternity leave. Otherwise, there is nothing that would affect her career because of availment of the maternity leave.
Hope I could throw some light.

嗯，
產假不會影響女性員工的職業(yè)生涯。產假是專門為幫助懷孕的女性員工而設立的。由于產假相對較長（這也符合產假設立的目的），因此在她因休產假而離開工作崗位期間，相關女性員工可能會錯過與她職業(yè)相關的一些發(fā)展情況。然而，除了這個原因，休產假并不會影響她的職業(yè)生涯。
希望我能為此提供一些見解。

Sadan Sinha
My daughter took maternity leave of 26 weeks. That year she was not promoted ostensibly for abstaining from office for as long as 26 weeks plus. Otherwise she had been an outstanding Manager.

我女兒休了26周的產假。那一年，她沒有晉升，表面上是因為她休了26周以上的產假。盡管她一直是一個出色的經理。

From employer’s angle, how does employer assess a person if s/he has not worked for even 9–10 months.? Can 5–6 months work record be extrapolated to give a rating for a full year? How will it impact other Managers who have not abstained from office and are equally efficient? Suppose someone abstains from work due to prolonged sickness of say 8 months. How to rate him/her? Maternity is not a sickness as such. So don’t mistake me. But from employer’s angle, both mean same thing ‘ long duration absence from duty’. So employer may have to put In a substitute in place of such employees. Or give this additional load to an existing employee. Now, this employee doing additional duty may expect / seek some recognition by way of promotion or money. What should employer do.? Additional cost?

從雇主的角度來看，如果一個員工缺席了9到10個月，雇主如何評估他的表現呢？僅憑5到6個月的工作記錄，如何推算出全年的績效評分？這對其他沒有請假且同樣高效的經理們會產生什么影響呢？假設有員工因為長期病假，休了8個月，雇主如何評估？產假本身并不是疾病。所以不要誤解我的意思，但從雇主的角度來看，長期缺席無論是產假還是病假，結果是一樣的。雇主可能需要安排替代員工，或者把額外的工作量分配給現有員工。那么，這個承擔額外工作的員工可能會要求通過晉升或加薪來獲得一些認同。雇主應該怎么做？增加額外的成本嗎？

Some employers may have capacity, but are not inclined to pay 26 weeks salary for not doing anything for the employer. Some employer dont have resources to pay. They ask woman employees requesting maternity leave, to quit. But same thing will be applicable to a person who goes on sick leave for 6–8 months. S/he may not get salary for the period of long absence and may also be asked to quit/ continue. Depends. Outstanding employee may get some benefits. But for average employees, such long absence is an opportunity for employers to issue pink slip. Change in assignment etc.

一些雇主可能有能力支付，但不愿意支付26周的工資，因為員工在此期間沒有為公司做出貢獻。一些雇主沒有足夠的資源支付，他們會要求女性員工辭職。但對于因病休長假的人來說，同樣的情況也適用。他們可能在長期缺席期間沒有工資，甚至被要求辭職或繼續(xù)工作。這取決于情況。表現出色的員工可能會得到一些好處，但對于普通員工來說，這種長期缺席可能會成為雇主發(fā)出解雇通知或調整崗位的機會。
原創(chuàng)翻譯：龍騰網 http://m.top-shui.cn 轉載請注明出處

But thanks to COVID 19, it has been found out that WFH is a good option and is a win win to both employer and employee. May be women employee can continue to be useful to employers during maternity or maternity leave. It therefore may not impact her career or may not impact to that extent.
In such situations, employer will have full personal sympathy, but not much beyond this. Some employers give monetary benefits ( salary hike/ bonus) but no promotions.

但多虧了新冠疫情，遠程辦公（WFH）被證明是一個既有利于雇主又有利于員工的好選擇。也許女性員工可以在產假期間繼續(xù)為公司貢獻，這樣就不太可能影響她的職業(yè)生涯，或者影響得不那么嚴重。
在這種情況下，雇主會充分表現出個人同情，但可能不會做出太多額外的行動。一些雇主會給予貨幣上的好處（如加薪或獎金），但不會晉升。

PMGowindan Nampoothiri
Maternity leave is eligible and leave may not affect a career in Govt Sector
In the private sector, if one goes on maternity leave year after year,it may affect her career

產假是有資格的，假期不會影響在政府部門的職業(yè)生涯
在私營部門，如果一個人年復一年地休產假，可能會影響她的職業(yè)生涯
原創(chuàng)翻譯：龍騰網 http://m.top-shui.cn 轉載請注明出處

Claire Thomas
Find a job on wahm or any remote job and start a career and open a sep; you can deduct up to 57k off taxes.

找一份全職工作或任何遠程工作，開始你的職業(yè)生涯，開一個sep；你最多可以扣除5萬7千美元的稅款。

CARL YOUNG
well we don’t give jobs to women that save lot of time and money 95% in my business are male employees

我們不會給女性提供節(jié)省時間和金錢的工作，我們公司95%的員工都是男性

Deborah Denise Thomas
It depends on the company where you work when you take your leave. If you’re a very valuable employee, make considerable contributions to the employer’s bottom line, then it might not be a negative thing. But if they’re looking to get rid of you, it could be the end of your career, because they can say that you took off at a very inconvenient time, took too much time off, had a bad attitude about it—what ever they wish. It’s a lot about burning bridges.

這取決于你工作的公司以及你請假時的情況。如果你是一個非常有價值的員工，對公司利潤有很大貢獻，那么產假可能不會對你產生負面影響。但如果公司想要解雇你，那么這可能就是你職業(yè)生涯的終結，因為他們可以說你請假時機不合適、請假時間過長、態(tài)度不好——他們可以隨便說任何事情。這很大程度上取決于是否燒橋。
原創(chuàng)翻譯：龍騰網 http://m.top-shui.cn 轉載請注明出處

Assistant
Maternity leave can have several impacts on a woman’s career, both positive and negative. Here are some key considerations:

產假對女性職業(yè)生涯的影響可能是正面或負面的，以下是一些關鍵的考慮因素：
原創(chuàng)翻譯：龍騰網 http://m.top-shui.cn 轉載請注明出處

Positive Effects
Job Protection: In many countries, maternity leave laws protect a woman’s job during her absence, allowing her to return to the same position or a comparable one.
Health and Well-being: Taking time off for maternity can support a woman's physical and mental health, which may lead to greater job satisfaction and productivity upon return.
Increased Loyalty: Companies that offer generous maternity leave policies may foster loyalty among employees, potentially leading to lower turnover rates.
Skill Development: Some women may use maternity leave as an opportunity to develop new skills or pursue education, which can enhance their career prospects when they return.

正面影響
工作保障：在許多國家，產假法律保障女性在休假期間工作不受影響，允許她們返回相同職位或相似職位。
健康與福祉：休產假可以支持女性的身體和心理健康，這可能在她們重返工作崗位后提高工作滿意度和生產力。
增加忠誠度：提供慷慨產假政策的公司可能會增強員工的忠誠度，從而降低員工流失率。
技能發(fā)展：一些女性可能利用產假機會發(fā)展新技能或繼續(xù)深造，這在她們重返工作后可能會提升職業(yè)前景。

Negative Effects
Career Progression: Extended absences can sometimes lead to missed opportunities for promotions, raises, or important projects, which may slow career advancement.
Perception of Commitment: Some workplaces may harbor biases against women who take maternity leave, potentially affecting their reputation and future opportunities.
Workplace Dynamics: Returning to work after maternity leave can sometimes be challenging, as dynamics may have shifted, and there may be a need to re-establish relationships and authority.
Balancing Responsibilities: The dual responsibilities of work and family can lead to stress and burnout, which may impact job performance and career trajectory.

負面影響
職業(yè)發(fā)展：長期的缺席有時會導致錯失晉升、加薪或重要項目的機會，從而減緩職業(yè)發(fā)展的步伐。
對承諾的看法：一些工作環(huán)境可能對休產假的女性抱有偏見，這可能影響她們的聲譽和未來機會。
工作環(huán)境動態(tài)：產假后回到工作崗位可能會遇到挑戰(zhàn)，因為職場動態(tài)可能發(fā)生了變化，可能需要重新建立關系和權威。
責任平衡：工作和家庭的雙重責任可能導致壓力和倦怠，從而影響工作表現和職業(yè)軌跡。

Long-term Considerations
Impact on Earnings: Research suggests that women who take maternity leave may experience a wage penalty in the long term, particularly if they take extended leave or if their industry has a culture that penalizes time away from work.
Work-Life Balance: Maternity leave can prompt organizations to reconsider their policies on work-life balance, leading to more flexible arrangements that can benefit all employees.

長期考慮
收入影響：研究表明，休產假的女性可能會在長期內遭遇工資損失，尤其是如果她們休了較長時間的產假，或者她們所在行業(yè)的文化對缺席工作有懲罰性。
工作與生活的平衡：產假可能促使組織重新考慮其工作與生活平衡的政策，從而導致更加靈活的安排，這對所有員工都可能有利。

Conclusion
The effects of maternity leave on a woman's career can vary significantly based on individual circumstances, workplace culture, and societal norms. Supportive policies and a positive organizational culture can mitigate negative impacts and promote a healthier work-life balance for women returning from maternity leave.

結論
產假對女性職業(yè)生涯的影響因個人情況、工作場所文化和社會規(guī)范的不同而顯著不同。支持性政策和積極的組織文化可以減少負面影響，并促進女性在產假后的健康工作與生活平衡。

Suzette Booth
One would hope that it shouldn’t. In the UK legally it shouldn’t and in most cases it won’t. You will always find the odd employer who has a “down” on women and babies. However the majority of employers have recognised the value of women in the work place.
Have your baby, if that is what you want. A child will always be there even after you have stopped working. Nothing can take its place.

人們希望這不應該影響職業(yè)發(fā)展。在英國，法律上不應有此影響，在大多數情況下也不會。你總會遇到少數對女性和嬰兒有偏見的雇主。然而，大多數雇主已經認識到女性在職場中的價值。
如果你想要孩子，就去生吧。孩子會一直在你身邊，即使你不再工作。沒有什么能取代它。

Janet Parker
While maternity leave is a lovely benefit, a company can’t put business on hold for the duration of a woman’s leave. If the person doing Mom’s job temporarily legitimately earns a promotion, it doesn’t mean the woman on leave was discriminated against. It just means the substitute was doing a good job.
Usually, a business is required only to have a similar job available when a woman returns. That only makes sense: her work has to be done by someone, and some shuffling is probably needed to hold a position open. When Mom returns, she can pick up where she left off in terms of doing a good job and earning promotions.
Maternity leave rules don’t mean that nobody can be promoted or change positions while Mom is out!

雖然產假是一項很好的福利，但公司不能在女性休假期間暫停業(yè)務。如果臨時替代母親工作的人憑借其表現獲得了晉升，這并不意味著對休假女性存在歧視。這只是意味著替代者做得很好。
通常，企業(yè)只需要在女性返回時提供類似的工作崗位。這是合情合理的：她的工作必須由別人完成，并且可能需要一些調整來保持崗位空缺。當媽媽回來時，她可以繼續(xù)做好工作，并爭取晉升。
產假規(guī)則并不意味著在媽媽休假期間，任何人都不能晉升或調動崗位！

Rick Hernz
Our company did exactly that. If everyone is a true team player, there should be no problem. She was front desk customer service. My share of the work was to review calls on the answering machine at regular intervals and answer the phone for a bit.
Others did follow-up on sales calls. Others did contract and payment information write-ups. Some did filing. We found that almost everyone could fit in some time to help out.
One special thing we did find out: wow, she did a lot! Boy, did we make sure management understood how appreciative we felt to have her return!

我們公司正是這么做的。如果每個人都是一個真正的團隊成員，就不應該有問題。她負責前臺客戶服務。我的工作是定期查看答錄機上的電話，并接聽一些電話。 其他人負責跟進銷售電話。有人做合同和付款信息的寫作。有人做文件歸檔。我們發(fā)現幾乎每個人都可以騰出一些時間來幫助工作。 我們發(fā)現一件特別的事情：哇，她做了很多工作！我們確保管理層理解我們對她回歸的感激之情！

Steve Sheridan
Is it okay to distribute the work of an employee who is taking her maternity leave among other team members?
I’ve seen or heard many questions like this lately. We tend to forget the “big picture”. Someone has to do the work. Some think that a company should hire someone to temporarily fill in. What we forget is the cost of hiring, training, etc. Temp agencies are not cheap. Job postings are not cheap either. All these costs take away from the company’s profit, which trickles down to the employees. No profit = no raises, no extra monetary perks, etc.
There may be times when hiring someone is warranted, but it’s definitely okay to distribute the work also.

把正在休產假的員工的工作分配給其他團隊成員可以嗎？ 最近我看到或者聽到很多類似的問題。我們往往忘記了“大局觀”。工作必須有人做。有些人認為公司應該雇用一個臨時工來替代。然而，我們忘記了雇傭、培訓等的成本。臨時工中介費并不便宜，職位發(fā)布的費用也不便宜。這些費用會削減公司的利潤，而利潤減少會傳遞到員工身上。沒有利潤 = 沒有加薪，也沒有額外的貨幣獎勵等等。 有時雇傭人手是必要的，但將工作分配給團隊成員也是完全可以接受的。