If you're gonna work here, you gotta choose between work and personal life.

如果你要在這裡工作，你必須在工作和個人生活間做選擇。

For many people, that's work and family.

對許多人來說，那就是工作和家庭。

Because we think of that as a problem of work/family conflict,

因為我們認為這個工作家庭衝突的問題，

the way that they address it, and the way many companies do, is work/family accommodations, which are great.

而他們以及許多公司的應對方式是，工作家庭住宿，這是很好的。

The problem with work/family accommodations in a context, in a culture of overwork, is that people who take them are seen as uncommitted, and their careers are derailed.

工作家庭住宿的問題在於，一個過勞的文化背景下，過度勞累，接受此類住宿的人會被視為不夠堅定，使他們的職涯脫軌。

It's like, "Well, oh, if I ha⏤if I wanna work here and be successful, I'm going to have to give up that part of my life."

就好像是說：「哦，如果我想在這裡工作並獲得成功，我得放棄我生命中的那一部分。」

"I'm going to only have work; I'm not gonna have love."

「我決定只擁有工作，我不會擁有愛情。」

And, so, we end up with these kinds of cultures of overwork that have all sorts of negative implications,

所以說，我們最終出現了含有各種負面影響的過度工作文化，

among them, that it's really hard for women to advance in them.

其中，女性更是難以獲得晉升機會。

[Reseach: Ely and co-researcher Irene Padavic spent 18 months working with a global consulting firm that wanted to know why it had so few women in positions of power.]

[研究：Ely 與共同研究員 Irene Padavic 花費 18 個月與一全球諮詢公司合作，企圖找出為何掌權女性如此少。]

[In confidential employee interviews, a common theme emerged.]

[在不公開的員工訪談中，出現了一個共同主題。]

Everybody has the same explanation for why women aren't advancing.

每個人對於女性為何無法晉升都有同樣的解釋。

This work requires 24/7 availability.

這份工作需要全年無休的時間。

Women are not able to meet that requirement because of, you know, when they have children, they're devoted to their children.

婦女無法滿足這一要求，因為當她們有小孩後，時間就會貢獻給孩子。

And that's why they haven't advanced.

而那就是她們無法升職的原因。

The narrative is: It's a... it's a problem women have, not men.

它想陳述的是：那是女性會有的問題，而不是男性。

Men are the workers.

男性才是工作者。

Men go to work and women stay home with the... with the kids.

男人去工作，而女人留在家裡照顧孩子。

In fact, what we saw for both men and women is... is a real wish to be at work and to fulfill their work ambitions,

實際上，無論男女，我們都發現一個真心希望能夠工作以成就職業野心，

and a real wish to have a personal life, whether it's with kids or community or spouses, partners.

以及真心希望擁有個人生活，無論是跟孩子、朋友圈或另一半相處。

Everybody was feeling the... the tension of having to go to one side or the other in a context that basically says, you need...

每個人都感受到一種壓力，必須在這個情境下選擇其中一鞭，基本上是說，你需要⋯⋯

... if you're gonna work here and you're gonna be successful, you need to be available 24/7.

如果你要在這裡工作而且想要成功，你必須隨時待命。

Women are going against the cultural grain; men are going with it.

女性正反文化之道而行，男性則順應其流。

And they're both paying a price.

而他們都付出了代價。

[What If the Culture of Overwork Is Based on a Myth?]

[如果過勞文化是基於迷思呢？]

I think the culture of overwork is... is a good, pithy way to describe it, because it is a culture, and it is overwork.

我覺得過勞文化用來形容這個現象是好且言簡意賅的，因為那是種文化、也是過勞。

This is, I think, particularly true in professional service firms.

我認為這在專業服務公司更是真實狀況。

Very often, you'll hear, "Well, you know, the client⏤you have to be at the beck and call of the client."

你會很常聽到：「嗯，客戶——你必須聽命於客戶。」

And, so, that could be⏤who knows where the client is in the world or, you know.

所以那可能是——誰知道客戶會在世界的哪個地方。

And that's what forces the... the tension.

而這正是迫使人們緊張的原因。

I think I've studied enough professional service firms to be able to say that that imperative is a myth.

我想我研究的專業服務公司多到足以說明這個要求是個迷思。

I'm not saying people don't need to work hard.

我不是說人們不需要努力工作。

I'm not saying that there aren't, sometimes, points when you might have to pull an all-nighter and, you know, spend a weekend at the office, whatever.

我不是說你不會偶爾需要通宵工作、在辦公室度過一個週末，等等。

But this, kind of, constant, relentless, 24/7 availability is really fabricated for other purposes.

但這種持續、無情的全天待命其實是為了其它目的而編造的。

[Needing to to be available 24/7 is a fabricated idea.]

[需要全年待命是捏造的想法。]

It's really serving this other function of, you know, allowing among a group of highly ambitious competitive people to stand out as the superstar.

它其實是為了另一個目的，讓一群極具野心、愛競爭的人脫穎而出。

So, we heard stories of consultants saying, you know, "We put together these hundred-slide decks."

我們聽說了顧問炫耀「我們整理了百頁投影片」的故事。

"And we've spent the entire weekend perfecting them."

「我們花了整個週末的時間來完善它們。」

I mean, a hundred slides? Like, a client does not want a hundred slides.

我是說，一百張投影片？客戶可不想看到百張投影片。

So, why do we do it?

那我們為什麼要做？

We do it because it's our opportunity to prove how smart we are; how smart and analytical we are.

我們這樣做是因為它是我們證明自己多聰明、多有分析能力的機會。

It has nothing to do with what the client needs.

這與客戶的需求沒有關係。

It has nothing to do with maintaining the competitiveness of the firm.

它跟保持公司競爭力沒有關係。

And, in fact, there's research to suggest that that kind of... that that kind of overwork is actually undermining, ultimately, of a firm's competitiveness.

而事實上，有研究表明這種過度工作實際上最終會破壞一間公司的競爭力。

Because it burns people out, it, you know, there's all sorts of negative repercussions of... of that kind of requirement.

因為它使人疲憊不堪，所以那樣的要求會有各式各樣的負面影響。

[What can be done?]

[我們可以做什麼？]

Quite frankly, as an organizational scholar, I'm much more interested in, actually, what organizations can do about this.

坦白說，身為組織學者，我其實更感興趣的是組織可以做什麼。

If they really are interested in addressing these issues of structural inequality, say, "Where in our culture do we see structural inequality getting reproduced?"

如果他們真的有意想要回應這些階級不平等的問題：「我們的文化中，有哪些層面出現階級不平等？」

"And what are the narratives?"

「它們的陳述是什麼？」

"What are the kinds of interactions people are having with each other?"

「人們之間有著哪樣的互動？」

"What are our policies, our norms?"

「我們的政策、規範是什麼？」

And really taking a look at that.

並真正地檢視它。

"Is this... is this really true?"

「這真的是事實嗎？」

"Do we really need 24/7 availability?"

「我們真的需要全年待命嗎？」

"Is it really true that it's only women who are suffering?"

「真的只有女性受苦嗎？」

And, you know, "Do we want to change that?"

還有「我們是否想要改變它？」