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200家企业成立新联盟,解决员工“带娃”难题

200家企业成立新联盟,解决员工“带娃”难题

Emma Hinchliffe 2021年05月24日
在新冠疫情期间,诸多企业的领导者连续数月都无法获得习以为常的幼托服务,这一事让他们意识到其员工亦面临同样的难题。

在过去的一年中,首席执行官们遭遇了众多员工早已熟知的一个现实:如果自己的雇主不能提供儿童托管服务,那么从事这项工作将会变得异常辛苦。

在新冠疫情期间,诸多企业的领导者连续数月都无法获得习以为常的儿童托管服务,这一事实让他们意识到其员工亦面临同样的难题,因此必须加以解决。如今,超过200家企业已经加入了由非营利性机构Time's Up成立的新组织——关爱经济企业理事会(Care Economy Business Council)。

加入这一理事会的企业既有主流上市公司,例如麦当劳(McDonald’s)、谷歌(Google)、Uber、Spotify,也有专业提供护理服务的企业,例如 Care.com和初创企业Helpr。其他成员包括摩根大通(JPMorgan Chase)、李维斯(Levi Strauss)、Patagonia和皮克斯(Pixar)。

摩根大通的多元化和包容性业务全球负责人布莱恩•兰姆在代表银行发布的一份声明中说:“去年发生的事情印证了我们一直熟知的一个事实:如果雇主为雇员提供支持,让其能够出色地完成工作,那么雇员便会获得长足的进步。护理者便是一个典型的例子,他们面临着一场已经酝酿了数十年的危机,尤其是在职场无法得到完全公平对待的职业女性,除非企业对她们的支持方式发生重大变化。摩根大通对加入关爱经济企业理事会感到十分自豪,我们将分享自身的创新方式,并呼吁针对这个问题制定长期的解决方案。”

麦当劳在介绍其入会决定的一份声明中称:“关爱经济企业理事会的成立至关重要,它可以促进公私营领域合作,共同创建项目和政策,继而为有着不同护理需求的家庭提供支持。我们将雇员的利益放在第一位,而且我们致力于打破员工获取机遇的障碍,并支持‘关爱面前,人人平等’。”

面向所有企业

该组织没有设置企业入会门槛;一些会员企业已经在提供广泛的看护福利,而其他会员依然在雇佣小时工,很少向员工提供任何看护支持。然而在加入这一联盟之后,会员企业便是在表明,自己支持美国看护系统改革或美国看护系统存在服务不足的问题;会员企业还能够获得Time's Up的资源,了解如何提供更好的看护支持。Time's Up希望企业做出的承诺可以惠及公司自身的员工。

该组织意欲解决的问题已经超出了商业范畴。美国是为数不多看护基础实施不够充分的富有国家之一。国会的立法人员以及拜登政府官员已经提出了旨在改变这一现状的诸多议案,其中给出的解决方案包括为日托提供补贴,以及近期的儿童税务优惠延长。然而,Time's Up的首席执行官陈远美(Tina Tchen)指出,企业在推动这些变化方面也要发挥相应的作用。她说:“企业不能让公共部门唱独角戏。”

企业在这些问题上的关注点通常体现为带薪家庭休假,这一点在美国得不到保障,而且企业在这一方面都有各自的政策。然而,这个特别的举措从更宏观的角度着手,并建议设定家庭休假和病假的联邦补贴基线;提供价格平易近人的儿童看护和老人看护服务;以及护理工人最低工资标准。该组织正在要求企业帮助为职场中的看护者提供支持;筹集资金制定解决方案来应对今年的看护危机;倡导公共政策变革;并转变“看护问题应该由谁来负责”的文化观念。

观念塑造

陈远美指出,企业过去在观念塑造方面发挥了一定的作用,他们将政府实施的看护员工支持政策看作是“对企业的过度控制”。然而,有鉴于疫情和其他文化变化的压力(众多男士希望在孩子的童年生活中陪伴其成长,X一代的需求,以及婴儿潮一代领导者对年迈父母的照看),各大企业的态度也发生了转变。

一些加入该机构的公司在过去曾经与Time's Up有过冲突,因为后者认为很多问题都归咎于领导者和企业本身,例如公平薪酬、性骚扰等。最知名的一个案例是,该机构的法律辩护基金曾经为一项集体诉讼案提供支持,案件涉及麦当劳餐厅的性骚扰。(麦当劳称,性骚扰“在麦当劳餐厅没有容身之地”,而且公司将确保“每一项控诉都会得到充分彻底的调查。”)

然而,该机构在理事会的细则中提到,某家企业加入该组织并不意味着Time's Up不会“评论或与任何企业保持一致立场。”

陈远美说:“我期待为员工带来变革。有时候这意味着让企业承担责任,有时候则意味着与他们合作,帮助他们改善这一方面的工作。如果我们只是作为旁观者大声疾呼,那么员工得不到什么益处。我们也得参与其中,并帮助雇主改善这一方面的做法。”(财富中文网)

译者:冯丰

审校:夏林

在过去的一年中,首席执行官们遭遇了众多员工早已熟知的一个现实:如果自己的雇主不能提供儿童托管服务,那么从事这项工作将会变得异常辛苦。

在新冠疫情期间,诸多企业的领导者连续数月都无法获得习以为常的儿童托管服务,这一事实让他们意识到其员工亦面临同样的难题,因此必须加以解决。如今,超过200家企业已经加入了由非营利性机构Time's Up成立的新组织——关爱经济企业理事会(Care Economy Business Council)。

加入这一理事会的企业既有主流上市公司,例如麦当劳(McDonald’s)、谷歌(Google)、Uber、Spotify,也有专业提供护理服务的企业,例如 Care.com和初创企业Helpr。其他成员包括摩根大通(JPMorgan Chase)、李维斯(Levi Strauss)、Patagonia和皮克斯(Pixar)。

摩根大通的多元化和包容性业务全球负责人布莱恩•兰姆在代表银行发布的一份声明中说:“去年发生的事情印证了我们一直熟知的一个事实:如果雇主为雇员提供支持,让其能够出色地完成工作,那么雇员便会获得长足的进步。护理者便是一个典型的例子,他们面临着一场已经酝酿了数十年的危机,尤其是在职场无法得到完全公平对待的职业女性,除非企业对她们的支持方式发生重大变化。摩根大通对加入关爱经济企业理事会感到十分自豪,我们将分享自身的创新方式,并呼吁针对这个问题制定长期的解决方案。”

麦当劳在介绍其入会决定的一份声明中称:“关爱经济企业理事会的成立至关重要,它可以促进公私营领域合作,共同创建项目和政策,继而为有着不同护理需求的家庭提供支持。我们将雇员的利益放在第一位,而且我们致力于打破员工获取机遇的障碍,并支持‘关爱面前,人人平等’。”

面向所有企业

该组织没有设置企业入会门槛;一些会员企业已经在提供广泛的看护福利,而其他会员依然在雇佣小时工,很少向员工提供任何看护支持。然而在加入这一联盟之后,会员企业便是在表明,自己支持美国看护系统改革或美国看护系统存在服务不足的问题;会员企业还能够获得Time's Up的资源,了解如何提供更好的看护支持。Time's Up希望企业做出的承诺可以惠及公司自身的员工。

该组织意欲解决的问题已经超出了商业范畴。美国是为数不多看护基础实施不够充分的富有国家之一。国会的立法人员以及拜登政府官员已经提出了旨在改变这一现状的诸多议案,其中给出的解决方案包括为日托提供补贴,以及近期的儿童税务优惠延长。然而,Time's Up的首席执行官陈远美(Tina Tchen)指出,企业在推动这些变化方面也要发挥相应的作用。她说:“企业不能让公共部门唱独角戏。”

企业在这些问题上的关注点通常体现为带薪家庭休假,这一点在美国得不到保障,而且企业在这一方面都有各自的政策。然而,这个特别的举措从更宏观的角度着手,并建议设定家庭休假和病假的联邦补贴基线;提供价格平易近人的儿童看护和老人看护服务;以及护理工人最低工资标准。该组织正在要求企业帮助为职场中的看护者提供支持;筹集资金制定解决方案来应对今年的看护危机;倡导公共政策变革;并转变“看护问题应该由谁来负责”的文化观念。

观念塑造

陈远美指出,企业过去在观念塑造方面发挥了一定的作用,他们将政府实施的看护员工支持政策看作是“对企业的过度控制”。然而,有鉴于疫情和其他文化变化的压力(众多男士希望在孩子的童年生活中陪伴其成长,X一代的需求,以及婴儿潮一代领导者对年迈父母的照看),各大企业的态度也发生了转变。

一些加入该机构的公司在过去曾经与Time's Up有过冲突,因为后者认为很多问题都归咎于领导者和企业本身,例如公平薪酬、性骚扰等。最知名的一个案例是,该机构的法律辩护基金曾经为一项集体诉讼案提供支持,案件涉及麦当劳餐厅的性骚扰。(麦当劳称,性骚扰“在麦当劳餐厅没有容身之地”,而且公司将确保“每一项控诉都会得到充分彻底的调查。”)

然而,该机构在理事会的细则中提到,某家企业加入该组织并不意味着Time's Up不会“评论或与任何企业保持一致立场。”

陈远美说:“我期待为员工带来变革。有时候这意味着让企业承担责任,有时候则意味着与他们合作,帮助他们改善这一方面的工作。如果我们只是作为旁观者大声疾呼,那么员工得不到什么益处。我们也得参与其中,并帮助雇主改善这一方面的做法。”(财富中文网)

译者:冯丰

审校:夏林

Over the past year, CEOs were confronted with a reality many of their workers have long known: Holding down a job without access to childcare is incredibly difficult.

The months that leaders went without their usual caregiving support during the coronavirus pandemic helped many to realize the imperative to address the problem in their workforces. Now more than 200 businesses have signed on to join the new Care Economy Business Council, a group organized by the nonprofit Time's Up.

Companies that have joined the council range from major public companies—McDonald's, Google, Uber, Spotify—to businesses that work on caregiving full-time, like Care.com and the startup Helpr. Other signers include JPMorgan Chase, Levi Strauss, Patagonia, and Pixar.

"The last year has proven what we have always known: Our employees thrive when they are given the support they need to do their jobs well," Brian Lamb, global head of diversity and inclusion at JPMorgan Chase, said in a statement on behalf of the bank. "Caregivers are a perfect example—they face a crisis that has been brewing for decades, particularly among working women who cannot fully achieve workplace equity without a major shift in how businesses support them. At JPMorgan Chase, we’re proud to join the Care Economy Business Council to share our own innovative approaches and advocate for long-term solutions to this issue.”

"The formation of the Care Economy Business Council is critical to facilitate collaboration across the public and private sectors to create programs and policies that support families wherever they are on their caregiving journey," McDonald's said in a statement about its decision to join the council. "Our people come first, and we’re committed to breaking down barriers for opportunity and support equitable access to care for all."

Open to all

There's no standard a business must meet to join the group; some signers already offer wide-ranging caregiving benefits, while others still employ hourly workers with scant access to any caregiving support. But by joining the coalition, a company is expressing its support for changes to the United States' caregiving system, or lack thereof; companies who join also gain access to resources from Time's Up about building better caregiving support. The hope of Time's Up is that that commitment will extend to a company's own workforce.

The problem this group is aiming to address goes beyond business. The United States is one of few wealthy countries without a significant caregiving infrastructure, and lawmakers in Congress as well as Biden administration officials have put forward proposals to rectify that, calling for solutions from subsidized day care to the recent extended child tax credit. But business has a role to play in pushing for these changes, says Time's Up CEO Tina Tchen. "Businesses don't want the public sector to do it alone," she says.

The focus for business on these issues has often been speaking out about paid family leave, which the United States does not guarantee and businesses largely decide on their own whether to provide. But this particular effort takes a broader approach, advocating for a federally funded baseline of family and medical leave; affordable childcare and elder care; and living wages for care workers. The group is asking companies to help support caregivers at work; to rally investment in solutions to fix this year's caregiving crisis; to advocate for public policy changes; and to shift the cultural narrative about who is responsible for care.

Shaping the narrative

In the past, business has played a role in shaping the narrative, says Tchen, viewing government implementation of policies to support caregiving workers as "overregulation of business." But with the pressures of the pandemic and other cultural changes—the growing role many men seek to take in their young children's lives, the needs of Generation X and baby boomer leaders caring for aging parents—businesses are changing their tune.

Some of the companies who have signed on to the new council have in the past clashed with Time's Up, which seeks to hold leaders and businesses accountable on issues ranging from pay equity to sexual harassment. Most notably, the organization's Legal Defense Fund has backed a class-action lawsuit against McDonald's over sexual harassment in its restaurants. (McDonald's has said that sexual harassment has "no place in any McDonald’s restaurant" and that the company will ensure that "every allegation is fully and thoroughly investigated.")

But the organization notes in the council's fine print that a business joining this group does not mean Time's Up will not "comment or otherwise take a position on any company."

"I'm looking to make change for workers," says Tchen. "Sometimes that means holding companies accountable, and sometimes it means working with them to help them do better. It won't benefit workers out there if all we do is stand on the sidelines and shout about it. We also need to get in there and help employers do better."

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