2023年12月四级第2套长篇阅读匹配原文翻译及答案

A) Attitudes towards paternity leave (陪产假) have drastically changed in America in the last five years as more fathers feel comfortable taking extended time off, but gender bias persists when it comes to career prospects and the home, according to a new study of working parents.

根据一项针对在职父母的新研究，过去五年中，美国对陪产假的态度发生了巨大变化，越来越多的父亲愿意享受较长时间的休假，但在职业前景和家庭方面，性别偏见依然存在。

B) Research by the Boston College Center for Work & Family, which surveyed new parents at four large US companies who were qualified for taking at least six weeks paid parental leave, found that 81% of the 1,240 employees surveyed said the notion of fathers taking leave has become more acceptable.

波士顿学院工作与家庭中心的研究调查了四家美国大公司的新晋父母，这些父母均有资格享受至少六周的带薪育儿假。研究发现，在接受调查的1,240名员工中，81%的人表示父亲休假的观念已变得更加可接受。

C) Of those surveyed, 62% of fathers took the maximum amount of time off compared to 93% of mothers, and around three-quarters of workers said their employer was equally supportive of mothers and fathers taking parental leave and over half said leave policies had made workplace culture better.

在受访者中，62%的父亲选择了最长休假时间，而母亲的比例为93%；约四分之三的员工表示雇主对母亲和父亲休育儿假同样支持，超过半数的人认为休假政策改善了职场文化。

D) The US is one of only three countries in the world not to offer statutory (法定的) paid leave, but increasingly states and companies are starting to take up the issue. So far, eight states and the District of Columbia have their own paid family leave laws.

美国是世界上仅有的三个不提供法定带薪休假的国家之一，但越来越多的州和公司开始关注这一问题。迄今为止，八个州和哥伦比亚特区已制定了自己的带薪家庭休假法律。

E) Brad Harrington, executive director of the center and lead author of the study, estimates only 20% to 30% of companies in the US offer paid parental leave. He feels the research findings reflect an obvious change in corporate attitudes to new fathers taking time off.

该中心执行董事兼研究报告的主要作者布拉德·哈林顿估计，美国仅有20%到30%的公司提供带薪育儿假。他认为研究结果反映了公司对新晋父亲休假的态度发生了明显变化。

F) "We did a study on paternity leave five years ago. Compared with those findings, these numbers were shocking to me. I did not expect 80% of people to say the organisation finds dads taking this leave acceptable and three-quarters to say it's equally supportive of women and men taking leave," Harrington said.

哈林顿说：“五年前我们进行过一项关于陪产假的研究。与那些发现相比，这些数字让我感到震惊。我没想到80%的人会说组织认为父亲休这种假是可接受的，还有四分之三的人表示它对女性和男性休假同样支持。”

G) The previous study found that nearly three-quarters of fathers saw two to four weeks as an appropriate duration for paternity leave and 76% said they would prefer not to take all their time off at once.

先前的研究发现，近四分之三的父亲认为陪产假两到四周是合适的时长，76%的人表示他们宁愿不要一次性用完所有假期。

H) Since then, there have been a number of legal cases against companies involving paternity leave- including cases against JPMorgan Chase and Estee Lauder- which have helped put pressure on companies to make their parental leave policies gender neutral.

自那以后，出现了一些针对公司的涉及陪产假的法律案件——包括针对摩根大通和雅诗兰黛的案件——这些案件促使公司在育儿假政策上实现性别中立。

I) However, the study also shows how traditional gender roles endure both at work, where more women than men reported changes in their perceived career potential, and at home -- even among workers who claim to have a strong desire for equality.

然而，研究也显示了传统性别角色如何在工作中和家庭中持续存在——在工作中，更多女性比男性报告了感知到的职业潜力变化；在家庭中，即使是在那些声称强烈渴望平等的员工中也是如此。

J) The vast majority of men, 97%, said one of the top reasons to take leave was to share caregiving with their partner. But when they were asked about how caregiving and household tasks were divided, their answers painted a different picture. While about 75% of employees said both genders should give the same amount of care, the majority of men and nearly half of women admitted that in reality the female actually did most of it. A tiny fraction, 2%, of men said they did more of the childcare.

绝大多数男性，即97%，表示休假的主要原因之一是与伴侣分担照料责任。但当被问及照料和家务如何分配时，他们的回答描绘了一幅不同的画面。虽然约75%的员工认为两性应承担同等照料，但大多数男性和近半数女性承认，实际上女性承担了大部分照料工作。仅有2%的极少数男性表示他们承担了更多育儿责任。

K) Men and women's experiences of the return to work following parental leave were also considerably different. Of the women surveyed, 32% reported a downturn in their job satisfaction, while 14% said it increased. In comparison, 17% of men said their job satisfaction went down and 20% said it went up. Meanwhile, more women reported an increase in their responsibilities and manager expectations after childbirth. Half of the women said they used flexible work arrangements after becoming a parent, while just 27% of men did. Similar percentages of men and women said they enjoyed their careers and that it gave them a sense of achievement, while around half of women and 44% of men said it was a key part of their identity.

男性和女性在休完育儿假后重返工作的经历也大相径庭。在受访女性中，32%的人报告工作满意度下降，而14%的人表示满意度上升。相比之下，17%的男性表示工作满意度下降，20%的人表示上升。同时，更多女性报告生育后职责和经理期望增加。半数女性表示成为父母后使用了灵活工作安排，而男性只有27%。类似比例的男性和女性表示享受职业并从中获得成就感，但约半数女性和44%的男性认为职业是身份的关键部分。

L) On the subject of career advancement, 59% of women and 49% of men said leave could be limiting and both genders said they feared it would have an impact on their progress long-term. But on opportunity for promotion, more than double the number of women, 30% compared with 15% of men, believed their chances to be lower after becoming a parent. Despite progress, the struggle for women to reach the highest positions of power is demonstrated in this year's Fortune 500 list, which featured a record 33 female CEOs, but this still represents a tiny fraction of the total.

在职业晋升方面，59%的女性和49%的男性表示休假可能有限制作用，两性都担心这会长期影响他们的进步。但在晋升机会上，认为成为父母后机会降低的女性比例是男性的两倍多：女性30%，男性15%。尽管有进步，女性进入最高权力层的斗争在今年的《财富》500强榜单中得以体现——该榜单创纪录地有33位女性CEO，但这仍然只占总数的一小部分。

M) Harrington said culture change depends on companies putting more focus on men and their responsibilities. "By that I mean companies need to give men paternity leave and encourage men to take time off to be with their kids early on in the kids' life. They also need to recognise that men have to make significant adjustments when they become parents. Companies cannot do all these things to enhance women's advancement and then turn around and say, 'Oh, but we don't expect the men to take over for the women at home.'"

哈林顿说，文化变革取决于公司更加关注男性及其责任。“我的意思是，公司需要给男性提供陪产假，并鼓励男性在孩子生命早期休假陪伴孩子。他们还需要认识到，男性成为父母后必须做出重大调整。公司不能在促进女性晋升的同时，又说‘哦，但我们不指望男性在家接替女性的角色。’”

N) In May, the American Civil Liberties Union (ACLU) and Outten & Golden LLP announced a historic class action $5m settlement with JPMorgan Chase on behalf of male employees who claim they were illegally denied access to paid parental leave. Derek Rotondo, 35, filed the discrimination charge against his company after he was allegedly told by his HR department that mothers were considered primary caregivers. Thus, they were allowed to take 16 weeks of paid parental leave. Fathers, however, could take just two weeks.

5月，美国公民自由联盟（ACLU）和Outten & Golden LLP代表声称被非法拒绝享受带薪育儿假的男性员工，宣布与摩根大通达成了一项历史性的500万美元集体诉讼和解。35岁的德里克·罗通多在据称被人力资源部门告知母亲被视为主要照料者后，对公司提起了歧视指控。因此，母亲被允许休16周带薪育儿假，而父亲只能休两周。

O) The father of two from Columbus, Ohio, who still works at the company as an associate and investigator, said he has witnessed a "domino effect (多米诺效应)" across companies since the settlement, but that there is still substantial progress to be made towards changing attitudes towards paternity leave.

这位来自俄亥俄州哥伦布市的两个孩子的父亲仍在该公司担任副手和调查员，他说自和解以来，他目睹了公司间的“多米诺效应”，但在改变对陪产假的态度方面仍有很大进展空间。

P) "I do think there's still some way to go... there's still going to be sort of the unstated expectation for new dads to essentially come right back to work, but I think the research is showing that's starting to change." He said equal parental leave is an essential component to creating gender equality in the workplace. "The old standard of women staying home, having babies and cooking doesn't apply and hasn't applied for a long time."

“我认为还有很长的路要走……对新晋父亲仍会有种未明言的期望，即他们基本上要立即重返工作岗位，但我认为研究表明情况正在改变。”他说，平等的育儿假是创造职场性别平等的重要组成部分。“女性在家生孩子做饭的旧标准不再适用，也已经很久不适用了。”