网友讨论：产假如何影响女性的职业生涯？
正文翻译
评论翻译
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.
让我们来看两个员工。他们刚从大学毕业，怀揣着光明的职业前景。他们努力工作，经理也很高兴能有两个人加入她的部门。几年后，两人都对自己的职业前景充满信心，且在竞争中不断攀升。Bob因病请了三年的病假，而Dave则继续在职场上晋升。Bob回到公司后，职业生涯没有受到损害，他继续从自己离开时的位置开始。而Dave则已经晋升了三年。Bob可能赶不上Dave，但也不一定。Dave继续专注于自己的职业发展，而Bob则需要管理随后的治疗，并且偶尔需要请假去看医生。Bob的医生建议他保持每天8小时的工作时间，以便能够照顾自己的健康。Dave继续参与工作相关的社交活动，经常与副总裁见面，并建立了亲密的导师关系。Dave还承担了一些需要长时间出差的任务，而Bob因为健康原因并未接受这些任务。经理对Bob优先考虑健康表示理解，并未因此批评Bob。在65岁时，Bob和Dave一起退休，在退休宴会上他们互相比较。Dave赚了更多的钱，并且职位比Bob高。公司对待他们是公平的。
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.
让我们来看两个员工。他们刚从大学毕业，怀揣着光明的职业前景。他们努力工作，经理也很高兴能有两个人加入她的部门。几年后，两人都对自己的职业前景充满信心，且在竞争中不断攀升。Bob因病请了三年的病假，而Dave则继续在职场上晋升。Bob回到公司后，职业生涯没有受到损害，他继续从自己离开时的位置开始。而Dave则已经晋升了三年。Bob可能赶不上Dave，但也不一定。Dave继续专注于自己的职业发展，而Bob则需要管理随后的治疗，并且偶尔需要请假去看医生。Bob的医生建议他保持每天8小时的工作时间，以便能够照顾自己的健康。Dave继续参与工作相关的社交活动，经常与副总裁见面，并建立了亲密的导师关系。Dave还承担了一些需要长时间出差的任务，而Bob因为健康原因并未接受这些任务。经理对Bob优先考虑健康表示理解，并未因此批评Bob。在65岁时，Bob和Dave一起退休，在退休宴会上他们互相比较。Dave赚了更多的钱，并且职位比Bob高。公司对待他们是公平的。
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.
直到本世纪，在美国，休产假可能导致失业和被解雇。许多雇主因为担心女性结婚生子后会离开职场，所以不愿雇佣女性。小学教师通常会被迫在怀孕七个月时就辞职。
美国有很多维多利亚时代保守的问题。看看上次的选举。保守派居然容忍女性投票，真是令人惊讶。
女性直到1980年代中期和1990年代才开始成为体育记者。现在她们在体育领域已经完全被接受了。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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.
直到本世纪，在美国，休产假可能导致失业和被解雇。许多雇主因为担心女性结婚生子后会离开职场，所以不愿雇佣女性。小学教师通常会被迫在怀孕七个月时就辞职。
美国有很多维多利亚时代保守的问题。看看上次的选举。保守派居然容忍女性投票，真是令人惊讶。
女性直到1980年代中期和1990年代才开始成为体育记者。现在她们在体育领域已经完全被接受了。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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!
美国至今仍未选举出女性总统。当女性进入最高法院或成为国务卿时，这常常被视为“哇”的事情。
这大概能让你了解“男孩俱乐部”是如何看待女性的。很多人认为一旦女性有了孩子，她就应该待在家里养育孩子和孙子孙女，让丈夫工作。不幸的是，美国40%-60%的家庭是单亲家庭，我可以猜你猜得到那个单亲的性别！
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!
美国至今仍未选举出女性总统。当女性进入最高法院或成为国务卿时，这常常被视为“哇”的事情。
这大概能让你了解“男孩俱乐部”是如何看待女性的。很多人认为一旦女性有了孩子，她就应该待在家里养育孩子和孙子孙女，让丈夫工作。不幸的是，美国40%-60%的家庭是单亲家庭，我可以猜你猜得到那个单亲的性别！
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.
有限的产假。有限的或没有的托儿考虑。这就是为什么我们变成了一个福利国家。没有丈夫在身边的女性，通常没有足够的资源重新回到工作岗位，除非她们的工作薪水非常高并且有所储蓄。
今天这种情况不那么严重，但美国并没有像瑞典和丹麦那样的政策，那里甚至丈夫也可以请假。
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.
有限的产假。有限的或没有的托儿考虑。这就是为什么我们变成了一个福利国家。没有丈夫在身边的女性，通常没有足够的资源重新回到工作岗位，除非她们的工作薪水非常高并且有所储蓄。
今天这种情况不那么严重，但美国并没有像瑞典和丹麦那样的政策，那里甚至丈夫也可以请假。
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，
产假不会影响女性员工的职业生涯。产假是专门为帮助怀孕的女性员工而设立的。由于产假相对较长（这也符合产假设立的目的），因此在她因休产假而离开工作岗位期间，相关女性员工可能会错过与她职业相关的一些发展情况。然而，除了这个原因，休产假并不会影响她的职业生涯。
希望我能为此提供一些见解。
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，
产假不会影响女性员工的职业生涯。产假是专门为帮助怀孕的女性员工而设立的。由于产假相对较长（这也符合产假设立的目的），因此在她因休产假而离开工作岗位期间，相关女性员工可能会错过与她职业相关的一些发展情况。然而，除了这个原因，休产假并不会影响她的职业生涯。
希望我能为此提供一些见解。
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.
我女儿休了26周的产假。那一年，她没有晋升，表面上是因为她休了26周以上的产假。尽管她一直是一个出色的经理。
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.
我女儿休了26周的产假。那一年，她没有晋升，表面上是因为她休了26周以上的产假。尽管她一直是一个出色的经理。
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?
从雇主的角度来看，如果一个员工缺席了9到10个月，雇主如何评估他的表现呢？仅凭5到6个月的工作记录，如何推算出全年的绩效评分？这对其他没有请假且同样高效的经理们会产生什么影响呢？假设有员工因为长期病假，休了8个月，雇主如何评估？产假本身并不是疾病。所以不要误解我的意思，但从雇主的角度来看，长期缺席无论是产假还是病假，结果是一样的。雇主可能需要安排替代员工，或者把额外的工作量分配给现有员工。那么，这个承担额外工作的员工可能会要求通过晋升或加薪来获得一些认同。雇主应该怎么做？增加额外的成本吗？
从雇主的角度来看，如果一个员工缺席了9到10个月，雇主如何评估他的表现呢？仅凭5到6个月的工作记录，如何推算出全年的绩效评分？这对其他没有请假且同样高效的经理们会产生什么影响呢？假设有员工因为长期病假，休了8个月，雇主如何评估？产假本身并不是疾病。所以不要误解我的意思，但从雇主的角度来看，长期缺席无论是产假还是病假，结果是一样的。雇主可能需要安排替代员工，或者把额外的工作量分配给现有员工。那么，这个承担额外工作的员工可能会要求通过晋升或加薪来获得一些认同。雇主应该怎么做？增加额外的成本吗？
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周的工资，因为员工在此期间没有为公司做出贡献。一些雇主没有足够的资源支付，他们会要求女性员工辞职。但对于因病休长假的人来说，同样的情况也适用。他们可能在长期缺席期间没有工资，甚至被要求辞职或继续工作。这取决于情况。表现出色的员工可能会得到一些好处，但对于普通员工来说，这种长期缺席可能会成为雇主发出解雇通知或调整岗位的机会。
一些雇主可能有能力支付，但不愿意支付26周的工资，因为员工在此期间没有为公司做出贡献。一些雇主没有足够的资源支付，他们会要求女性员工辞职。但对于因病休长假的人来说，同样的情况也适用。他们可能在长期缺席期间没有工资，甚至被要求辞职或继续工作。这取决于情况。表现出色的员工可能会得到一些好处，但对于普通员工来说，这种长期缺席可能会成为雇主发出解雇通知或调整岗位的机会。
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.
但多亏了新冠疫情，远程办公（WFH）被证明是一个既有利于雇主又有利于员工的好选择。也许女性员工可以在产假期间继续为公司贡献，这样就不太可能影响她的职业生涯，或者影响得不那么严重。
在这种情况下，雇主会充分表现出个人同情，但可能不会做出太多额外的行动。一些雇主会给予货币上的好处（如加薪或奖金），但不会晋升。
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.
但多亏了新冠疫情，远程办公（WFH）被证明是一个既有利于雇主又有利于员工的好选择。也许女性员工可以在产假期间继续为公司贡献，这样就不太可能影响她的职业生涯，或者影响得不那么严重。
在这种情况下，雇主会充分表现出个人同情，但可能不会做出太多额外的行动。一些雇主会给予货币上的好处（如加薪或奖金），但不会晋升。
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
产假是有资格的，假期不会影响在政府部门的职业生涯
在私营部门，如果一个人年复一年地休产假，可能会影响她的职业生涯
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
产假是有资格的，假期不会影响在政府部门的职业生涯
在私营部门，如果一个人年复一年地休产假，可能会影响她的职业生涯
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.
找一份全职工作或任何远程工作，开始你的职业生涯，开一个sep；你最多可以扣除5万7千美元的税款。
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.
找一份全职工作或任何远程工作，开始你的职业生涯，开一个sep；你最多可以扣除5万7千美元的税款。
CARL YOUNG
well we don’t give jobs to women that save lot of time and money 95% in my business are male employees
我们不会给女性提供节省时间和金钱的工作，我们公司95%的员工都是男性
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
well we don’t give jobs to women that save lot of time and money 95% in my business are male employees
我们不会给女性提供节省时间和金钱的工作，我们公司95%的员工都是男性
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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.
这取决于你工作的公司以及你请假时的情况。如果你是一个非常有价值的员工，对公司利润有很大贡献，那么产假可能不会对你产生负面影响。但如果公司想要解雇你，那么这可能就是你职业生涯的终结，因为他们可以说你请假时机不合适、请假时间过长、态度不好——他们可以随便说任何事情。这很大程度上取决于是否烧桥。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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.
这取决于你工作的公司以及你请假时的情况。如果你是一个非常有价值的员工，对公司利润有很大贡献，那么产假可能不会对你产生负面影响。但如果公司想要解雇你，那么这可能就是你职业生涯的终结，因为他们可以说你请假时机不合适、请假时间过长、态度不好——他们可以随便说任何事情。这很大程度上取决于是否烧桥。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
Assistant
Maternity leave can have several impacts on a woman’s career, both positive and negative. Here are some key considerations:
产假对女性职业生涯的影响可能是正面或负面的，以下是一些关键的考虑因素：
Maternity leave can have several impacts on a woman’s career, both positive and negative. Here are some key considerations:
产假对女性职业生涯的影响可能是正面或负面的，以下是一些关键的考虑因素：
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.
正面影响
工作保障：在许多国家，产假法律保障女性在休假期间工作不受影响，允许她们返回相同职位或相似职位。
健康与福祉：休产假可以支持女性的身体和心理健康，这可能在她们重返工作岗位后提高工作满意度和生产力。
增加忠诚度：提供慷慨产假政策的公司可能会增强员工的忠诚度，从而降低员工流失率。
技能发展：一些女性可能利用产假机会发展新技能或继续深造，这在她们重返工作后可能会提升职业前景。
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.
正面影响
工作保障：在许多国家，产假法律保障女性在休假期间工作不受影响，允许她们返回相同职位或相似职位。
健康与福祉：休产假可以支持女性的身体和心理健康，这可能在她们重返工作岗位后提高工作满意度和生产力。
增加忠诚度：提供慷慨产假政策的公司可能会增强员工的忠诚度，从而降低员工流失率。
技能发展：一些女性可能利用产假机会发展新技能或继续深造，这在她们重返工作后可能会提升职业前景。
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.
负面影响
职业发展：长期的缺席有时会导致错失晋升、加薪或重要项目的机会，从而减缓职业发展的步伐。
对承诺的看法：一些工作环境可能对休产假的女性抱有偏见，这可能影响她们的声誉和未来机会。
工作环境动态：产假后回到工作岗位可能会遇到挑战，因为职场动态可能发生了变化，可能需要重新建立关系和权威。
责任平衡：工作和家庭的双重责任可能导致压力和倦怠，从而影响工作表现和职业轨迹。
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.
负面影响
职业发展：长期的缺席有时会导致错失晋升、加薪或重要项目的机会，从而减缓职业发展的步伐。
对承诺的看法：一些工作环境可能对休产假的女性抱有偏见，这可能影响她们的声誉和未来机会。
工作环境动态：产假后回到工作岗位可能会遇到挑战，因为职场动态可能发生了变化，可能需要重新建立关系和权威。
责任平衡：工作和家庭的双重责任可能导致压力和倦怠，从而影响工作表现和职业轨迹。
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.
长期考虑
收入影响：研究表明，休产假的女性可能会在长期内遭遇工资损失，尤其是如果她们休了较长时间的产假，或者她们所在行业的文化对缺席工作有惩罚性。
工作与生活的平衡：产假可能促使组织重新考虑其工作与生活平衡的政策，从而导致更加灵活的安排，这对所有员工都可能有利。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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.
长期考虑
收入影响：研究表明，休产假的女性可能会在长期内遭遇工资损失，尤其是如果她们休了较长时间的产假，或者她们所在行业的文化对缺席工作有惩罚性。
工作与生活的平衡：产假可能促使组织重新考虑其工作与生活平衡的政策，从而导致更加灵活的安排，这对所有员工都可能有利。
原创翻译：龙腾网 https://www.ltaaa.cn 转载请注明出处
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.
结论
产假对女性职业生涯的影响因个人情况、工作场所文化和社会规范的不同而显著不同。支持性政策和积极的组织文化可以减少负面影响，并促进女性在产假后的健康工作与生活平衡。
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.
结论
产假对女性职业生涯的影响因个人情况、工作场所文化和社会规范的不同而显著不同。支持性政策和积极的组织文化可以减少负面影响，并促进女性在产假后的健康工作与生活平衡。
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.
人们希望这不应该影响职业发展。在英国，法律上不应有此影响，在大多数情况下也不会。你总会遇到少数对女性和婴儿有偏见的雇主。然而，大多数雇主已经认识到女性在职场中的价值。
如果你想要孩子，就去生吧。孩子会一直在你身边，即使你不再工作。没有什么能取代它。
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.
人们希望这不应该影响职业发展。在英国，法律上不应有此影响，在大多数情况下也不会。你总会遇到少数对女性和婴儿有偏见的雇主。然而，大多数雇主已经认识到女性在职场中的价值。
如果你想要孩子，就去生吧。孩子会一直在你身边，即使你不再工作。没有什么能取代它。
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!
虽然产假是一项很好的福利，但公司不能在女性休假期间暂停业务。如果临时替代母亲工作的人凭借其表现获得了晋升，这并不意味着对休假女性存在歧视。这只是意味着替代者做得很好。
通常，企业只需要在女性返回时提供类似的工作岗位。这是合情合理的：她的工作必须由别人完成，并且可能需要一些调整来保持岗位空缺。当妈妈回来时，她可以继续做好工作，并争取晋升。
产假规则并不意味着在妈妈休假期间，任何人都不能晋升或调动岗位！
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!
虽然产假是一项很好的福利，但公司不能在女性休假期间暂停业务。如果临时替代母亲工作的人凭借其表现获得了晋升，这并不意味着对休假女性存在歧视。这只是意味着替代者做得很好。
通常，企业只需要在女性返回时提供类似的工作岗位。这是合情合理的：她的工作必须由别人完成，并且可能需要一些调整来保持岗位空缺。当妈妈回来时，她可以继续做好工作，并争取晋升。
产假规则并不意味着在妈妈休假期间，任何人都不能晋升或调动岗位！
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!
我们公司正是这么做的。如果每个人都是一个真正的团队成员，就不应该有问题。她负责前台客户服务。我的工作是定期查看答录机上的电话，并接听一些电话。 其他人负责跟进销售电话。有人做合同和付款信息的写作。有人做文件归档。我们发现几乎每个人都可以腾出一些时间来帮助工作。 我们发现一件特别的事情：哇，她做了很多工作！我们确保管理层理解我们对她回归的感激之情！
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!
我们公司正是这么做的。如果每个人都是一个真正的团队成员，就不应该有问题。她负责前台客户服务。我的工作是定期查看答录机上的电话，并接听一些电话。 其他人负责跟进销售电话。有人做合同和付款信息的写作。有人做文件归档。我们发现几乎每个人都可以腾出一些时间来帮助工作。 我们发现一件特别的事情：哇，她做了很多工作！我们确保管理层理解我们对她回归的感激之情！
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.
把正在休产假的员工的工作分配给其他团队成员可以吗？ 最近我看到或者听到很多类似的问题。我们往往忘记了“大局观”。工作必须有人做。有些人认为公司应该雇用一个临时工来替代。然而，我们忘记了雇佣、培训等的成本。临时工中介费并不便宜，职位发布的费用也不便宜。这些费用会削减公司的利润，而利润减少会传递到员工身上。没有利润 = 没有加薪，也没有额外的货币奖励等等。 有时雇佣人手是必要的，但将工作分配给团队成员也是完全可以接受的。
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.
把正在休产假的员工的工作分配给其他团队成员可以吗？ 最近我看到或者听到很多类似的问题。我们往往忘记了“大局观”。工作必须有人做。有些人认为公司应该雇用一个临时工来替代。然而，我们忘记了雇佣、培训等的成本。临时工中介费并不便宜，职位发布的费用也不便宜。这些费用会削减公司的利润，而利润减少会传递到员工身上。没有利润 = 没有加薪，也没有额外的货币奖励等等。 有时雇佣人手是必要的，但将工作分配给团队成员也是完全可以接受的。
很赞 3
收藏