????在一個非常杰出的團隊的幫助下（其中有50%是來自世界各地的母親），我和同樣身為人母的米利娜正在搭建PowerToFly平臺。目前五大洲的女性通過該平臺獲得的薪酬已經(jīng)超過100萬美元，而且這個數(shù)字還在快速增長。我們聽說的一些故事非常令人振奮。

????在公司成立前，我們的技術(shù)總監(jiān)內(nèi)達每周都要從保加利亞的家里飛往倫敦工作。內(nèi)達的女兒由于想和母親每天待在一起，甚至曾經(jīng)在周日晚上藏進了內(nèi)達的行李箱里?，F(xiàn)在內(nèi)達終于可以每天到幼兒園接女兒回家了。另外，內(nèi)達每周往返倫敦需要10小時的通勤（這還不包括搭乘倫敦地鐵的時間），而她現(xiàn)在每天下午只需步行30分鐘就能接到她的女兒。

????我希望在五年前，作為一名還沒有孩子的經(jīng)理，我就能夠明白一個道理：一個團隊是需要已經(jīng)成為母親的女性的。有句話說得好：“如果你想干成一件事，就讓一個忙碌的人去辦?！边@就是我現(xiàn)在為什么喜歡和母親們一起工作。

????已為人母的女性會告訴我一個項目什么時候能完成，當她們要請假時也會提前告訴我。如果她們在家工作，那么就算孩子生病也不用擔驚受怕了。雖然當天她們可能沒法像往常一樣頻繁地用Skype與我通話，但她們?nèi)钥梢员３州^高的工作效率，因為她們可以在家工作，同時可以照看生病的孩子。（像我一樣，很多母親為孩子請了保姆。即便是在家工作，沒有人支持也是不行的，通常是由另一位女性提供照看服務(wù)。）母親一般會努力工作以滿足時間要求，因為她們有強烈的動機——她們想確保擠出時間給孩子做飯、接送孩子上下學，當然，還要保證自己的健身時間。

????不過我也知道，還有很多人懷有和28歲時的我一樣的想法。他們低估了母親的貢獻，因為他們只計算你坐在辦公室里的時間，而忽略了你的實際工作。如果所有人都把辦公室時間當成生產(chǎn)力指標，大多數(shù)母親在職場上都要失敗。

????現(xiàn)在是時候打破這個怪圈了，尤其是要從各家公司的招聘官開始。我在20多歲時的做法是需要被否定的。如果當時我不接受、不認可團隊里的母親，后來也就不必擔心我的未來會是什么樣子。我交往過的許多負責招聘工作的年輕女性也有相同的行為，尤其是在科技領(lǐng)域。她們都是強硬派，也是激情的說教者，他們認為女性必須要待在辦公室里，才能算是企業(yè)“文化”的一部分。

????但她們沒有意識到，這種“文化”是如何將女性擠出職場的，因為這種文化是圍繞男性的社交方式建立的。許多這些年輕女性都對這種文化惟命是從，我不羨慕她們，只是為她們感到遺憾。

????她們正在傷害未來的自己，就像當年的我一樣。

????這些女性如果能夠結(jié)成聯(lián)盟，而不是互相否定，她們就能為未來的自己鋪平道路。所以如果你的團隊里有一名母親的話，不要只是笑笑，說真遺憾你不能參加同事的酒局，不妨問問她能不能參加午餐聚會。如果你聽見有人誹謗一名母親，說她沒有在辦公室里待到下午7點，不妨指出她早上8點就來上班了，或者指出公司通過Skype或Slack也能在下午7點聯(lián)系到她。

????作為女性，我們有很多方法可以相互支持，首先要意識到，我們每個人只不過都處于人生的不同位置和不同時段。

????有一件事再清楚不過：大多數(shù)女性遲早是要當媽媽的。根據(jù)美國人口普查局的統(tǒng)計，44歲以前，超過80%的女性都會成為母親。所以勇敢擁抱你的未來，并且在工作中支撐你的未來吧！

????現(xiàn)在我知道了我是一個什么樣的人。我是一個能夠在家中或出差路上管理一個大型團隊的母親，一個能賺錢的女性，一個能夠構(gòu)建一個讓女性獲得成功的職場文化的人。我的工作效率超過以往任何時候，而且對我與女兒的未來從未像現(xiàn)在這樣滿足和興奮。我希望很多年前自己就能意識到這一點。

????因此，我對所有曾和我共事過的母親感到抱歉。這又讓我想起了我在時代公司遇到的那位總編，她的名字叫凱茜，有三個孩子。由于一系列原因，那次合作最終未能達成。但六個月前，我們又開始說話了。凱茜最近加盟了PowerToFly，成為我們的執(zhí)行編輯。她教了我很多如何提高工作效率的經(jīng)驗?，F(xiàn)在我期待有更多像凱茜一樣的人加盟PowerToFly，因為我知道她們能夠管理好家庭、各種事務(wù)，以及非常高的事業(yè)目標。（財富中文網(wǎng)）

????本文作者Katharine Zakeski是PowerToFly公司的聯(lián)合創(chuàng)始人兼總裁，該公司是首個將女性與科技及數(shù)碼領(lǐng)域的高技術(shù)職位進行匹配的全球性平臺，而且女性可以選擇全職或在家工作。

????譯者：樸成奎

????審校：任文科

????With the help of an awesome team that’s 50% moms from around the world, Milena and I are building PowerToFly around our lives as mothers. We’ve processed over a million dollars in paychecks for women who work from home across five continents and that number is growing fast. The stories we hear are thrilling.

????Before we found Nedda, our CTO, she was commuting to London from her home in Bulgaria every week. Nedda’s daughter would hide in her suitcase on Sunday nights in an attempt to be with her mother during the week. Now she gets picked up from kindergarten by her mom everyday. Nedda traded a very expensive ten-hour weekly commute (not including time on the London tube) for a thirty-minute walk with her child each afternoon.

????I wish I had known five years ago, as a young, childless manager, that mothers are the people you need on your team. There’s a saying that “if you want something done then ask a busy person to do it.” That’s exactly why I like working with mothers now.

????Moms tell me when a project can be done and they give me very advanced notice when they have to take time off work. If they work from home, it doesn’t matter if a kid gets sick. Yes, they might not be able to Skype with me as often through that day, but they can still be productive because they can work from home while keeping an eye on their child. (And, like me, many have childcare. There’s no way you can work from home without support, usually from another woman.) Moms work hard to meet deadlines because they have a powerful motivation – they want to be sure they can make dinner, pick a child up from school, and yes, get to the gym for themselves.

????But, I know there are still a lot of people like my 28-year-old self – they undervalue mothers’ contributions because they count hours logged in the office and not actual work. Most mothers lose if that’s the barometer for productivity.

????It’s time to break that cycle, and it starts with the people doing the hiring. The way I acted in my twenties had a lot to do with denial. If I didn’t embrace or recognize the mothers on my team, then I didn’t have to think about what my future would be like. I see the same behavior in young women I talk to who are in charge of hiring, especially in the tech space. They are hard liners – and passionate lecturers – about women being in the office so they can be part of the company’s “culture”.

????They don’t realize how that “culture” pushes women out because it’s too often set up around how men bond. Many of these young women are just toe-ing the company line. I don’t begrudge them. I feel sorry for them.

????They’re hurting their future selves. Just like I did.

????These women can help pave the path for their future selves if they start acting like allies rather than deniers. Instead of just smiling and saying you’re sorry that a mom can’t join for office drinks, ask her if she’d rather do lunch. If there’s a comment you over hear that disparages a mother because she wasn’t at her desk at 7pm, then speak up and point out that she was there at 8:30am, or completely available on Skype of Slack at 7pm.

????There are so many ways we can support each other as women, but it starts with the just recognizing that we’re all in different positions at different times in our lives.

????One thing is clear. Motherhood is the future for most women. Over 80% of us will become mothers by the age of 44, according to the US Census Bureau. So embrace your future and support it at work!

????Now I know who I am. I’m mother who can manage a large team from my home office or on a business trip, raise money, and build a culture for women to succeed. I’ve never been more productive, satisfied and excited about my future and my daughter’s. I wish I had recognized this years ago.

????For that, I’m sorry to all the mothers I used to work with. Which brings me back to that managing editor I dissed at Time. Her name is Cathy and she has three kids. The deal never went through for a variety of reasons that included editorial fit, but we started talking six months ago. Cathy recently joined PowerToFly as our Executive Editor. She has taught me a lot about how to be more productive than I was before motherhood. I’m now looking for more Cathys to join PowerToFly because I know they can manage households, multiple schedules and very high business goals.

????Katharine Zaleski is the Cofounder and President ofPowerToFly, the first global platform matching women in highly skilled positions across tech and digital that they can do from home, or in an office, if they choose.