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Some big companies recently have picked up on the importance of being generous with time off.
一些大公司最近意识到了对待休假宽松的重要性。
So you see Netflix offered salaried workers up to a year of paid leave, and meta.
因此，你可以看到，Netflix为受薪员工提供了长达一年的带薪假期。
And when Google, Alphabet now, extended it’s 12-week of paid lift to 18, they cut in half the number of new matters that quit.
当谷歌，也就是现在的Alphabet，将其12周的有偿休假提升到18周时，他们辞职的新事项数量减少了一半。
So they succeed retaining young and motivated workforce.
因此，他们成功地留住了年轻和有干劲的劳动力。
What we find is that, over time, unpaid leave has a positive effect only on the retention of White women possibly because they are the group that can most afford an unpaid leave, right?
我们发现，随着时间的推移，无薪休假只对留住白人女性产生积极影响，可能是因为她们是最负担得起无薪休假的群体，对吗？
It’s like 12 weeks or six weeks of no pay.
就像是12周或6周没有工资。
Right.
正确的。
So this doesn’t just benefit women, it also has an outsized impact on people of color in your workforce.
因此，这不仅有利于女性，还会对劳动力中的有色人种产生巨大影响。
Paid leave, yes. Unpaid leave, less so.
带薪休假，好的。无薪休假，很少了。
And why do you think companies fight this so much still?
你认为为什么公司仍然如此反对这个?
I think there are two issues here.
我认为这里有两个问题。
There is the, if you want, the cultural aspect of the resistance and there is the technical aspect of the resistance, which is, yes, you need to be a little bit more creative if you want to manage workforce that has work-life support.
如果你愿意的话，还有文化方面的阻力和技术方面的阻力，是的，如果你想管理有工作和生活支持的劳动力，你需要更有创造性。
You also need to be creative if you want to access new markets, if you want to develop new products.
如果你想进入新市场，如果你想开发新产品，你还需要有创造力。
Creativity is part of management.
创造力是管理的一部分。
What we recommend based on our finding are the following things regarding how to manage your work-life programs, as I said earlier, you want to put flexibility and leave policies in writing.
根据我们的发现，我们推荐以下关于如何管理你的工作-生活计划的事情，就像我之前说过的，你想要把灵活性和休假政策写下来。
Writing also has a symbolic power.
写出来还有一种象征性的力量。
It’s not only about things being formal and known, it’s also about workers understand that you take these things seriously.
这不仅是正式和互相告知的事情，也是关于工人们理解你认真对待这些事情。
In one professional service firm that we visited, workers said that it wasn’t until the company produced a brochure about flexible arrangements that they started taking it seriously, that they actually believe that the company is behind that.
在我们走访的一家专业服务公司，员工们说，直到公司制作了一本关于弹性工作制的小册子，他们才开始认真对待，他们实际上认为公司在幕后操纵。
Yeah, right, because the inertia isn’t just there for managers, it’s also there for workers.
是的，没错，因为惰性不仅存在于管理者身上，也存在于员工身上。
Right, or the cynicism. Right?
对，或者是玩世不恭。对吗？
Have your leaders do the messaging.
让你的领导人来传递信息。
Basically have your leaders talk the language of time off.
基本上是让你的领导人谈论休假的语言。
And you see Zuckerberg does that, right?
你看到扎克伯格就是这么做的，对吧？
All the CEOs of Twitter and Reddit, they endorse parental lives by taking them themselves.
所有推特和Reddit的首席执行官都通过亲身体验来支持父母的生活。
So have leaders talk the talk and walk the walk, do the messaging.
因此，领导人言行一致，身体力行，传递信息。
Start infusing a culture.
开始灌输一种文化。
You want to prepare your workforce for flexibility, for example, cross-training of workers.
你想让你的员工为灵活性做好准备，例如，对员工进行交叉培训。
You can cross-train your workers so that when someone has to take time off, others are ready to step in.
你可以对你的员工进行交叉培训，这样当有人不得不休假时，其他人就会准备好接替你。
And cross-training provides plenty of other knock-on benefits too such as increasing employee retention and making teams more agile in the face of changing demands.
交叉培训还提供了许多其他连锁反应，比如提高员工留任率，让团队在面对不断变化的需求时更加灵活。
So you see that there is synergy here when you prepare a more flexible workforce.
因此，当你准备一支更灵活的劳动力队伍时，你会看到这里有协同效应。
