Dads, Commit to Your Family at Home and at Work

The coronavirus pandemic reignites a trend that started decades ago: Fathers are increasingly recognizing the value of participating in everyday work caring for, educating, and raising their children. But changing long-standing social dynamics doesn’t happen overnight or without conscious effort. It is critical that men engage as fully as possible in sharing the work at home. This should start with an honest assessment of where progress is happening, and where it has stalled.

新冠危機(jī)重新激發(fā)了始自數(shù)十年前的一股潮流：父親們逐漸意識(shí)到參與日常育兒和教育的價(jià)值。不過(guò)，長(zhǎng)期以來(lái)的社會(huì)環(huán)境無(wú)法在一夜之間改變，必須要有意識(shí)地努力。男性要盡量分擔(dān)家務(wù)，這一點(diǎn)至關(guān)重要。首先應(yīng)該客觀評(píng)估這方面的進(jìn)步到了何種程度、在何處停滯。

Where Dads Are — and Aren’t — Contributing

爸爸在哪些地方幫了忙、哪些地方?jīng)]幫忙

A pre-pandemic study from the?Better Life Lab at New America?found that fathers were already valuing their familial role like never before. The study, which included a nationally representative survey of men and women from across the United States and five online focus groups, set out to determine what aspects of fathering participants deem “very important” — and the answers are surprising. Though the notion of dads as financial providers has traditionally prevailed as their main contribution to their kids, this priority fell toward the bottom of the list.

新美國(guó)（New America）智庫(kù)的美好生活實(shí)驗(yàn)室（Better Life Lab）項(xiàng)目在新冠疫情流行前的一項(xiàng)研究發(fā)現(xiàn)，父親對(duì)家庭生活的重視已經(jīng)達(dá)到了前所未有的程度。這項(xiàng)研究包括一項(xiàng)在美國(guó)全國(guó)范圍內(nèi)進(jìn)行的取樣調(diào)查，涉及美國(guó)各地的男性和女性，以及五個(gè)在線焦點(diǎn)小組，探討在家庭里承擔(dān)父親責(zé)任的人認(rèn)為“非常重要”的是什么——得到的答案令人吃驚。雖然傳統(tǒng)上父親作為家庭經(jīng)濟(jì)供應(yīng)者的責(zé)任被視為他們對(duì)孩子的主要貢獻(xiàn)，但在調(diào)查結(jié)果里這一項(xiàng)是墊底。

At the top were “showing love and affection” and “teaching the child about life.” And the vast majority of fathers reported engaging in a variety of parenting tasks on a daily basis, from cooking meals and handling certain household chores to providing transportation and soothing and nurturing them. Other research has shown that since the 1970s,?fathers have tripled the amount of time?they spend in the unpaid work of tending to their kids and home.

排名榜首的是“表達(dá)愛(ài)意”和“教導(dǎo)孩子了解人生”。大部分父親表示自己每天承擔(dān)多種育兒任務(wù)，從做飯、處理特定家務(wù)到接送和安撫、教育孩子。一項(xiàng)研究表明，自20世紀(jì)70年代以來(lái)，父親花在無(wú)償?shù)募覄?wù)育兒勞動(dòng)上的時(shí)間翻了三倍。

While this is certainly progress, fathers, on average, still do only around?half?of the unpaid work that mothers do. While parents of both genders in the Better Life Lab study said they?played?with their kids on a daily basis at about the same rates, moms were more likely to take on all the other tasks every day. Without dads doing a more equitable share of this work，moms will continue to struggle with that “double shift” of paid and unpaid labor, which both maintains gender inequities and creates?psychological distress and burnout.

這當(dāng)然是進(jìn)步，但就整體而言，父親承擔(dān)的無(wú)償工作只有母親的一半左右。參與美好生活實(shí)驗(yàn)室研究的父親和母親都說(shuō)自己每天陪孩子玩的時(shí)間差不多，但媽媽承擔(dān)其他所有任務(wù)的比例更高。如果爸爸不平分家務(wù)，媽媽就要繼續(xù)“兩班連軸轉(zhuǎn)”，同時(shí)承擔(dān)有償和無(wú)償?shù)膭趧?dòng)，這樣無(wú)法改善性別不平等的現(xiàn)狀，還會(huì)造成心理壓力和倦怠。

So where do fathers need to step up? The biggest gaps between what moms and dads say they do for their kids is in helping with education and managing schedules and other activities. This finding reflects something researchers have long noted: Some parenting tasks are less visible and come with a higher “mental load” than others — and?mothers are?more likely to be responsible for them.

那么，父親需要在哪些方面主動(dòng)承擔(dān)責(zé)任？父母雙方自述為孩子所做的事情，差距最大的是協(xié)助教育、管理日程和其他活動(dòng)。這樣的結(jié)果反映了研究者很久以前提出的一個(gè)結(jié)論：一些育兒任務(wù)可見(jiàn)度較低，而且?guī)?lái)的“精神負(fù)擔(dān)”更為沉重——負(fù)責(zé)這類(lèi)任務(wù)的多半是母親。

One recent?study?found that women reported doing more “cognitive labor” for the family — such as anticipating needs (The kids are due for annual physicals), monitoring progress (Are they up to date on all of their boosters?), identifying options (What day are they free for appointments?), and making decisions (We’ll make the appointment for the?Friday after next). This work is time-consuming and often?exhausting. Worse, fathers report little awareness of it, which can have deleterious effects on marital relationships and mothers’ paid work.?

近期一項(xiàng)研究發(fā)現(xiàn)，女性為家庭承擔(dān)的“認(rèn)知?jiǎng)趧?dòng)”更多，如預(yù)測(cè)需求（孩子們?cè)撟雒磕暌淮蔚捏w檢了）、監(jiān)控進(jìn)展（孩子們都打過(guò)最新的疫苗了嗎？）、確定選項(xiàng)（哪幾天有空可以預(yù)約體檢？）和進(jìn)行決策（我們預(yù)約下周五去做體檢）。這類(lèi)工作需要耗費(fèi)大量時(shí)間，而且往往勞心費(fèi)神。更糟糕的是，父親在這方面的意識(shí)很低，這點(diǎn)可能會(huì)對(duì)婚姻關(guān)系和母親的有償工作造成負(fù)面影響。

Solutions for Families

家庭解決方案

What will it take to get more men involved in household work, both visible and invisible, after the pandemic ends? First, men need to recognize what they’re?not?doing and add it to their to-do lists. Here are some actions that fathers can take to help themselves and their families:

疫情結(jié)束后，如何讓更多男性參與可見(jiàn)和不可見(jiàn)的家務(wù)勞動(dòng)？首先，男性必須意識(shí)到自己有哪些事情沒(méi)做，把這些事情列在待辦清單上。以下建議供參考：

Acknowledge the aspiration-execution gap.?While most fathers believe they’re sharing equitably in unpaid work at home,?evidence?clearly shows that they’re not. Initiate an honest conversation with your partner about who does what, and how much time things take. According to research in?Fair Play, a book written by one of our coauthors, Eve Rodsky, the biggest hurdle to these types of conversations is being hesitant to initiate an invitation to sit down with your partner for fear of being “rejected,” “dismissed,” or “misunderstood.” Using a?gamified invitation tool?can bring levity and remove emotion from the conversation.

留意“想”與“做”之間的差距。大多數(shù)父親覺(jué)得自己平分了無(wú)償家務(wù)勞動(dòng)，但證據(jù)明確顯示并非如此。與伴侶坦誠(chéng)地談一談雙方各自負(fù)責(zé)哪些方面、要花多少時(shí)間。本文作者之一伊芙·羅德斯基的著作《公平辦事》（Fair Play）寫(xiě)道，令人無(wú)法進(jìn)行這類(lèi)談話的最大障礙是害怕“被拒絕”“被敷衍”或“被誤解”，所以很難下決心邀請(qǐng)伴侶坐下來(lái)談?wù)?。利用游戲化的邀?qǐng)方式，可以讓你輕松一些，比較客觀地進(jìn)行交流。

Aim for equity, rather than a 50/50 split.?Eve also argues that the focus should be on each partner “owning” a set of domestic responsibilities — from conception to planning through execution. Discuss and agree in advance on the value of each task. Then decide who should do what based on availability, capability, and an understanding that doing the time-intensive housework and childcare traditionally shouldered by?women?shouldn’t be a life sentence for one person or determined by a gender role. This will result in a fair rather than even split — and studies have shown that perceived fairness by both parties is a stronger predictor of a healthy marriage than the actual division of domestic labor.

溝通分擔(dān)家務(wù)勞動(dòng)的目標(biāo)是公平，不要只追求平攤。伊芙還提出，重點(diǎn)應(yīng)該放在各自主動(dòng)承擔(dān)一部分家務(wù)責(zé)任，讓一個(gè)人負(fù)責(zé)某一項(xiàng)家務(wù)的概念、規(guī)劃到實(shí)行這整個(gè)過(guò)程。提前討論每項(xiàng)任務(wù)的價(jià)值，達(dá)成共識(shí)，然后根據(jù)可行性和個(gè)人能力決定由誰(shuí)負(fù)責(zé)，而且要理解：傳統(tǒng)上由女性承擔(dān)的繁瑣耗時(shí)的家務(wù)和育兒任務(wù)，不應(yīng)該像無(wú)期徒刑一樣一直讓一個(gè)人承擔(dān)，也不應(yīng)當(dāng)根據(jù)社會(huì)性別角色來(lái)決定。這樣分擔(dān)責(zé)任比平攤更加公平。有研究表明，雙方一致認(rèn)為家務(wù)責(zé)任分擔(dān)公平的婚姻，與平攤家務(wù)勞動(dòng)的婚姻相比健康程度更高。

What does this look like, in practical terms? Approaching these conversations with your partner using an ownership mindset is key to fairness. If it’s your job to handle your kids’ extracurricular sports, it’s not just showing up every Saturday to the Little League field. It’s also submitting medical forms, picking up uniforms, ordering cleats (and then returning them when they don’t fit), remembering to pack the kids’ sunscreen and water bottles, and arranging carpools for practice.

如何實(shí)踐？以主動(dòng)負(fù)責(zé)的心態(tài)與伴侶溝通，是實(shí)現(xiàn)公平的關(guān)鍵。如果你負(fù)責(zé)孩子的課外體育活動(dòng)，那可不只是每周六去少年棒球聯(lián)盟的球場(chǎng)上露個(gè)面就行，還要負(fù)責(zé)提交健康表格、收拾運(yùn)動(dòng)服、訂做防滑運(yùn)動(dòng)鞋（如果不合適的話還要負(fù)責(zé)退貨）、記住給孩子裝防曬霜和水壺，還有安排拼車(chē)接送孩子去訓(xùn)練。

Collaborate with your partner in advance on short-term and long-term decision-making.?Making intentional choices and customizing your defaults about who does what decreases daily decision fatigue and allows you to make intentional choices together. Specifically,?contracts between couples?can be used to set expectations in advance. There is life-changing magic in this kind of short- and long-term thinking. Life becomes a lot easier if you know who is setting the dinner table before anyone is hangry.

事先與伴侶商議短期和長(zhǎng)期的決策。主動(dòng)做出選擇，調(diào)整自己對(duì)于誰(shuí)應(yīng)該做什么的默認(rèn)觀念，可以減少日常決策疲勞，讓雙方一起自主選擇。一起制定協(xié)議，尤其有助于實(shí)現(xiàn)設(shè)定期望。這種短期和長(zhǎng)期思考可以改變你的生活。如果你心里知道由哪一方負(fù)責(zé)準(zhǔn)備晚餐，不至于等到某一方餓得生氣的時(shí)候才開(kāi)始準(zhǔn)備，那生活就會(huì)輕松得多。

Support your partner’s career unconditionally.?Research shows?that in the long term, successful dual-career couples trade off in prioritizing one partner’s career over the other’s throughout their working lives together. In particular, male partners in hetero cisgender relationships, who may be used to more traditional gender roles and scripts, can initiate conversations about how to plan for these moments to show support for their partners’ career demands and responsibilities. If you find career demands are higher for your spouse, adjust your own career and support them?unconditionally.

無(wú)條件支持伴侶的事業(yè)。研究表明，長(zhǎng)期而言比較成功的雙薪家庭，會(huì)共同商議決定在職業(yè)生涯中將一方的事業(yè)重要性置于另一方之上?？赡鼙容^習(xí)慣傳統(tǒng)社會(huì)性別角色的異性戀關(guān)系中的男性一方，可以提議雙方共同商討應(yīng)對(duì)方式，以此表示對(duì)伴侶事業(yè)需求和責(zé)任的支持。如果你發(fā)現(xiàn)伴侶的事業(yè)需求更高，就調(diào)整自己的工作，無(wú)條件予以支持。

Speak up at work.?Sticking to your long-term vision for equity in your partnership may require difficult conversations at work. Despite?the stigma?associated with men taking advantage of parental leave, family sick leave, and flexible work arrangements, now is the time for men to initiate conversations with managers and bosses about access to these benefits.

在工作中堅(jiān)持立場(chǎng)。在伴侶關(guān)系中堅(jiān)持對(duì)長(zhǎng)期公平的追求，可能需要你在職場(chǎng)上開(kāi)展困難的談話。盡管男性可能羞于申請(qǐng)育兒假、家人病假和靈活工作，但現(xiàn)在男性應(yīng)當(dāng)向上司申請(qǐng)這些福利。

If you don’t know if you’re ready to advocate for yourself, build a coalition of fathers within your organization to create consensus and speak with a collective voice. Talk to your work colleagues. Josh Levs, author of?All In, suggests that it’s very helpful when men just strike up a conversation with women or other men in the workplace and say something like, “Hey, I’m having trouble figuring out how to get my kid to school before work. How do you do it?” And when you decide to approach your boss, know your company’s policies, have a plan, and be realistic in setting boundaries and expectations.

如果你不確定自己是否準(zhǔn)備好了發(fā)聲，那就跟所在組織內(nèi)其他當(dāng)爸爸的同事結(jié)成同盟，建立共識(shí)，集體發(fā)出呼吁。去跟同事聊聊。《全力投入》（All In）作者喬?！とR弗斯（Josh Levs）提出，跟職場(chǎng)上的媽媽或其他爸爸聊聊，“嗨，我感覺(jué)很難安排在上班之前送孩子去學(xué)校的時(shí)間，你是怎么做的？”這樣就非常有幫助。如果你決定要去跟上司溝通，先了解一下公司的政策，做好計(jì)劃，而且要注意結(jié)合現(xiàn)實(shí)情況設(shè)定界限和期望。

Solutions for Organizations

組織解決方案

Individual actions can help a great deal, but they’re not enough. Just as important is support from organizational leaders. Companies must recognize that, for individual well-being and the health of our society, an hour holding a child’s hand at the pediatrician’s office should be valued as highly as an hour in the boardroom. Here are some ways that bosses can help working dads be all-in allies at home:

個(gè)人行動(dòng)會(huì)有很大的幫助，可是并不夠。領(lǐng)導(dǎo)者的支持同樣重要。企業(yè)必須認(rèn)識(shí)到，為了員工的個(gè)人幸福感和社會(huì)的健康發(fā)展，在兒科診所拉著孩子的手度過(guò)的一小時(shí)，價(jià)值與在董事會(huì)議室的一小時(shí)相當(dāng)。上司要幫助帶孩子的下屬全力支持家庭，可以參考以下建議：

Don’t assume that fathers have a stay-at-home partner.?Many men have full-time working partners or are single parents. Managers often apply an outdated?ideal-worker norm?that assumes modern fathers don’t have family responsibilities. This pressures dads into prioritizing paid work and neglecting their home life. Managers who understand this will be more likely to set clear boundaries around professional responsibilities so employees aren’t forced to choose.

不要理所當(dāng)然地覺(jué)得員工有全職照顧家庭的伴侶。很多男性的伴侶有全職工作，或者是單身父親。管理者往往懷有一種過(guò)時(shí)的對(duì)理想員工的設(shè)想，認(rèn)為父親不必承擔(dān)家庭責(zé)任。這種現(xiàn)象迫使父親將有償工作放在首位，忽視家庭生活。管理者要理解父親的家庭責(zé)任，為員工的工作職責(zé)設(shè)定清晰的界限，不要逼迫員工面對(duì)工作和家庭二選一的選擇。

One example is setting blocks of time when meetings can be scheduled, so working dads have the flexibility to be involved in childcare and homeschooling. It’s also important to understand and explain when and why a task is truly urgent — if it has dire business consequences, for example — and when a more flexible deadline may be acceptable.

一種方法是在會(huì)議可以規(guī)劃的情況下劃定時(shí)間段，讓帶孩子的員工有余裕陪伴孩子和照顧孩子上網(wǎng)課。還有一點(diǎn)很重要的是，要了解和明確各項(xiàng)任務(wù)的緊急程度——什么任務(wù)必須盡快完成、為什么（比如會(huì)對(duì)業(yè)務(wù)產(chǎn)生極其嚴(yán)重的惡劣影響），什么任務(wù)的期限可以放寬。

Role-model what parenting looks like.?Recognize that what you say and do as a leader impacts others. When you celebrate people who work late nights, long hours, and weekends, you’re sending a clear message about what you expect.

注意表率作用。留意自己作為領(lǐng)導(dǎo)者的言行產(chǎn)生的影響。如果你表?yè)P(yáng)了深夜和周末加班的員工，相當(dāng)于向其他員工表示你其實(shí)希望大家都這樣加班。

In the book?Good Guys?(written by two of our coauthors, David G. Smith and W. Brad Johnson), senior male leaders who were considered good role models at their offices consciously talked about their families and had pictures of them on display in their workspace. Alexis Ohanian, the founder of Redditt and CEO of Initialized Capital,?talks openly and proudly?about his role as the husband of tennis star Serena Williams and the father of their daughter, Olympia. When Olympia was born, he took 16 weeks of paid parental leave. Overhauling family-supportive policies at his companies has gone hand in hand with normalizing working fatherhood in those same companies?and beyond.

本文作者戴維·史密斯和布拉德·約翰遜合著的《當(dāng)個(gè)好人》（暫譯）一書(shū)里，在辦公室有意識(shí)地談起自己的家人、辦公室里擺著家人照片的男性高管被視為好的表率。Redditt創(chuàng)始人、Initialized Capital公司CEO亞歷克西斯·瓦尼安（Alexis Ohanian）自豪地公開(kāi)談?wù)撟约荷頌榫W(wǎng)球明星塞雷娜·威廉斯（Serena Williams）的丈夫、女兒奧林匹婭的父親的責(zé)任。奧林匹婭出生時(shí)，他申請(qǐng)了16周帶薪育兒假。他的公司大幅度改進(jìn)家庭支持政策，其他一些公司也致力于讓職場(chǎng)爸爸的概念常規(guī)化。

These men didn’t hide their parenting priorities, responsibilities, and commitments. Rather, when taking time off for them, they made a point to announce it as a way of regularizing the behavior.

這些男性并未隱藏自己對(duì)育兒責(zé)任的重視和投入。他們?yōu)橛齼候v出時(shí)間，是一種令職場(chǎng)父親育兒常規(guī)化的方法。

Champion flexible work arrangements, paid sick leave, and generous, paid parental and family leave.?If your company already offers these benefits and programs, find out how they’re working for fathers, mothers, and other caregivers. Encourage male leaders to take advantage of them, as they tend to be perceived as being only for women (often?penalizing?them in the process) and therefore stigmatizing for men.

支持靈活工作制、帶薪病假和優(yōu)厚的帶薪育兒假。如果你所在的公司已經(jīng)有了這些福利和項(xiàng)目，請(qǐng)了解一下對(duì)于職場(chǎng)父母以及其他育兒者的實(shí)際效果如何。要鼓勵(lì)男性領(lǐng)導(dǎo)者利用這些福利，因?yàn)閱T工容易覺(jué)得此類(lèi)項(xiàng)目是專(zhuān)為女性提供的（而且申請(qǐng)這類(lèi)項(xiàng)目往往會(huì)對(duì)工作造成不利影響），男性可能會(huì)覺(jué)得羞恥。

Then, take it a step further: Track and review how often these benefits are used. You may discover that some managers don’t allow their employees to use them, despite company policy. Once you can see where the policy is being ignored or underutilized, it’s easier to see where changes need to be made. “If the company policy is to allow flexible work arrangements, but your manager says no, one approach is to suggest that you pilot the new arrangement for a few months, with a few check-ins to see how things are going and fine-tuning along the way,” says Joan Williams, coauthor of?What Works for Women at Work. “Often, that’s enough to show a recalcitrant manager that what you are suggesting in fact will work well.”

接下來(lái)更進(jìn)一步：追蹤和評(píng)估這些福利的使用頻率。你可能會(huì)發(fā)現(xiàn)，雖然公司有政策，但部分管理者不允許員工使用福利。一旦找到政策被忽視或未被充分利用的地方，就更容易看到哪里需要改變。“如果公司政策允許靈活工作制，但管理者說(shuō)不行，你可以提出，自己已經(jīng)試行了幾個(gè)月，數(shù)度評(píng)估狀況，并且進(jìn)行了微調(diào)，”《職場(chǎng)女性適合什么》作者之一瓊·威廉斯（Joan Williams）說(shuō)，“這樣一般就能讓不服從政策的管理者明白，你的提議其實(shí)很有用?！?/p>

Doing this can even pay off for parents outside your workplace. According to?PL+US, an organization that advocates for national paid family and medical leave, one of the most effective things leaders can do is share their business’s learning about effective approaches for supporting families in the workplace. By doing so, policy makers can benefit from your expertise to inform the laws and programs they put in place to help everyone.

這樣做甚至可以惠及不在你這里工作的其他父母。呼吁全國(guó)推廣帶薪家庭假和病假的PL+US稱，領(lǐng)導(dǎo)者能夠采取的一個(gè)最有效的措施，就是分享自己所知的支持職場(chǎng)父母的好方法。政策制定者可以參考你的專(zhuān)業(yè)見(jiàn)解，改進(jìn)相關(guān)法律和項(xiàng)目，幫助每一個(gè)人。

Support options for affordable access to childcare.?Accessible and affordable childcare options are critical to businesses. Be a vocal advocate in your company’s efforts to find feasible solutions that work for dads and moms. This will become more important over time, as access to childcare will be necessary for recruiting the youngest generation of workers.?Survey results?from Next100 and GenForward show that affordable high-quality childcare is a top priority for Millennials and Gen Zers.

提供員工負(fù)擔(dān)得起的保育選項(xiàng)。門(mén)檻低且實(shí)惠的兒童保育服務(wù)，對(duì)于企業(yè)至關(guān)重要。在公司設(shè)法為職場(chǎng)父母提供可行的解決方案的時(shí)候，要積極呼吁提供這樣的保育服務(wù)。這項(xiàng)服務(wù)的重要意義會(huì)隨著時(shí)間推移逐漸凸顯，因?yàn)樘峁﹥?nèi)部保育服務(wù)會(huì)成為公司招募新一代員工不可或缺的條件。Next100和GenForward的調(diào)查問(wèn)卷結(jié)果顯示，高質(zhì)量且可負(fù)擔(dān)的保育服務(wù)是千禧一代和Z世代員工求職時(shí)最看重的條件。

What might potential solutions look like? Since May, for example, the parenting benefits company Cleo has collaborated with Urban Sitter to work directly with employers to provide employees support in finding a qualified caregiver or co-op for their children. Additionally, companies like Apple and Microsoft are?subsidizing backup childcare?for some employees or even reimbursing employees for their own caregivers.

可能的解決方案有哪些？比方說(shuō)，育兒福利公司Cleo2020年5月與Urban Sitter聯(lián)動(dòng)，一起與企業(yè)合作，協(xié)助企業(yè)員工尋找正規(guī)的保育中心，或者直接提供內(nèi)部保育服務(wù)。蘋(píng)果和微軟等公司為一些員工提供保育服務(wù)，或者開(kāi)出補(bǔ)貼讓員工自行尋找當(dāng)?shù)氐谋Ｓ行摹?/p>

Further, if your company has influence with state or federal government policy makers, ask senior leaders to lobby for childcare programs that help more parents return to work. In June, for example, 41 local and state Chambers of Commerce?wrote to Congress?asking for financial relief for the nation’s childcare providers, around half of whom say they may be forced to close permanently.

如果你所在的公司能夠?qū)χ菡蚵?lián)邦政府的政策制定者施加影響，還可以請(qǐng)高層領(lǐng)導(dǎo)者提議開(kāi)展保育項(xiàng)目，幫助更多的父母回歸職場(chǎng)。例如2020年6月，41個(gè)地方或州商會(huì)聯(lián)名致信國(guó)會(huì)，要求政府出資救助保育服務(wù)提供商——約半數(shù)保育提供商表示可能會(huì)被迫永久關(guān)閉。

These issues mark only a few of the incredible challenges families confront. In the absence of a robust public infrastructure to help them weather this storm, or to nudge men into more active roles at home, working fathers and employers in the U.S. have a unique opportunity to create change themselves. Fathers say they’re ready to engage more at home, the time for action is now.

以上問(wèn)題只是一部分，廣大家庭面對(duì)的重大挑戰(zhàn)還有很多。既然沒(méi)有穩(wěn)健的公共基礎(chǔ)設(shè)施協(xié)助女性渡過(guò)難關(guān)，或推動(dòng)男性主動(dòng)參與家務(wù)，美國(guó)的職場(chǎng)父親和企業(yè)就有了一個(gè)獨(dú)特的機(jī)會(huì)來(lái)自行推動(dòng)改變。父親們表示自己已經(jīng)準(zhǔn)備好了承擔(dān)家庭勞動(dòng)，現(xiàn)在就是行動(dòng)的時(shí)候。

黑利·斯文松（Haley Swenson）

伊芙·羅德斯基（Eve Rodsky） 戴維·史密斯（David G. Smith）

布拉德·約翰遜（W. Brad Johnson） |? 文

黑利·斯文松是工作、性別及不平等問(wèn)題專(zhuān)家，無(wú)黨派智囊團(tuán)“新美國(guó)”工作生活司法政策項(xiàng)目“美好生活實(shí)驗(yàn)室”副總監(jiān)。