Can we all "have it all"?
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0:01 - 0:03So my moment of truth
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0:03 - 0:06did not come all at once.
-
0:06 - 0:10In 2010, I had the chance to be considered
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0:10 - 0:12for promotion from my job
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0:12 - 0:14as director of policy planning
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0:14 - 0:17at the U.S. State Department.
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0:17 - 0:20This was my moment to lean in,
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0:20 - 0:23to push myself forward
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0:23 - 0:26for what are really only a handful
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0:26 - 0:29of the very top foreign policy jobs,
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0:29 - 0:32and I had just finished a big, 18-month project
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0:32 - 0:35for Secretary Clinton, successfully,
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0:35 - 0:39and I knew I could handle a bigger job.
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0:39 - 0:43The woman I thought I was
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0:43 - 0:45would have said yes.
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0:45 - 0:47But I had been commuting for two years
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0:47 - 0:50between Washington and Princeton, New Jersey,
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0:50 - 0:54where my husband and my two teenage sons lived,
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0:54 - 0:57and it was not going well.
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0:57 - 1:01I tried on the idea of eking out another two years
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1:01 - 1:04in Washington, or maybe uprooting my sons
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1:04 - 1:06from their school and my husband from his work
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1:06 - 1:09and asking them to join me.
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1:09 - 1:12But deep down, I knew
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1:12 - 1:15that the right decision was to go home,
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1:15 - 1:18even if I didn't fully recognize the woman
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1:18 - 1:22who was making that choice.
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1:22 - 1:25That was a decision based on love
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1:25 - 1:27and responsibility.
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1:27 - 1:30I couldn't keep watching my oldest son
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1:30 - 1:32make bad choices
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1:32 - 1:34without being able to be there for him
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1:34 - 1:38when and if he needed me.
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1:38 - 1:42But the real change came more gradually.
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1:42 - 1:44Over the next year,
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1:44 - 1:46while my family was righting itself,
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1:46 - 1:48I started to realize
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1:48 - 1:51that even if I could go back into government,
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1:51 - 1:53I didn't want to.
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1:53 - 1:57I didn't want to miss the last five years
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1:57 - 2:00that my sons were at home.
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2:00 - 2:03I finally allowed myself to accept
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2:03 - 2:06what was really most important to me,
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2:06 - 2:10not what I was conditioned to want
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2:10 - 2:15or maybe what I conditioned myself to want,
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2:15 - 2:20and that decision led to a reassessment
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2:20 - 2:23of the feminist narrative that I grew up with
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2:23 - 2:26and have always championed.
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2:26 - 2:30I am still completely committed
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2:30 - 2:35to the cause of male-female equality,
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2:35 - 2:40but let's think about what that equality really means,
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2:40 - 2:43and how best to achieve it.
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2:43 - 2:46I always accepted the idea
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2:46 - 2:49that the most respected and powerful people
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2:49 - 2:54in our society are men at the top of their careers,
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2:54 - 2:58so that the measure of male-female equality
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2:58 - 3:02ought to be how many women are in those positions:
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3:02 - 3:05prime ministers, presidents, CEOs,
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3:05 - 3:10directors, managers, Nobel laureates, leaders.
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3:10 - 3:14I still think we should do everything we possibly can
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3:14 - 3:17to achieve that goal.
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3:17 - 3:22But that's only half of real equality,
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3:22 - 3:25and I now think we're never going to get there
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3:25 - 3:30unless we recognize the other half.
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3:30 - 3:35I suggest that real equality,
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3:35 - 3:37full equality,
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3:37 - 3:40does not just mean valuing women
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3:40 - 3:42on male terms.
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3:42 - 3:47It means creating a much wider range
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3:47 - 3:51of equally respected choices
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3:51 - 3:54for women and for men.
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3:54 - 3:57And to get there, we have to change our workplaces,
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3:57 - 4:00our policies and our culture.
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4:00 - 4:02In the workplace,
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4:02 - 4:06real equality means valuing family
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4:06 - 4:07just as much as work,
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4:07 - 4:12and understanding that the two reinforce each other.
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4:12 - 4:14As a leader and as a manager,
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4:14 - 4:17I have always acted on the mantra,
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4:17 - 4:19if family comes first,
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4:19 - 4:22work does not come second --
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4:22 - 4:24life comes together.
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4:24 - 4:28If you work for me, and you have a family issue,
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4:28 - 4:31I expect you to attend to it,
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4:31 - 4:32and I am confident,
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4:32 - 4:35and my confidence has always been borne out,
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4:35 - 4:39that the work will get done, and done better.
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4:39 - 4:42Workers who have a reason to get home
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4:42 - 4:45to care for their children or their family members
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4:45 - 4:47are more focused, more efficient,
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4:47 - 4:49more results-focused.
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4:49 - 4:53And breadwinners who are also caregivers
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4:53 - 4:55have a much wider range
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4:55 - 4:58of experiences and contacts.
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4:58 - 5:01Think about a lawyer who spends part of his time
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5:01 - 5:04at school events for his kids
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5:04 - 5:05talking to other parents.
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5:05 - 5:07He's much more likely to bring in
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5:07 - 5:09new clients for his firm
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5:09 - 5:13than a lawyer who never leaves his office.
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5:13 - 5:15And caregiving itself
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5:15 - 5:18develops patience --
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5:18 - 5:21a lot of patience --
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5:21 - 5:26and empathy, creativity, resilience, adaptability.
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5:26 - 5:30Those are all attributes that are ever more important
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5:30 - 5:32in a high-speed, horizontal,
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5:32 - 5:37networked global economy.
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5:37 - 5:40The best companies actually know this.
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5:40 - 5:42The companies that win awards
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5:42 - 5:45for workplace flexibility in the United States
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5:45 - 5:48include some of our most successful corporations,
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5:48 - 5:50and a 2008 national study
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5:50 - 5:52on the changing workforce
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5:52 - 5:54showed that employees
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5:54 - 5:58in flexible and effective workplaces
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5:58 - 5:59are more engaged with their work,
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5:59 - 6:02they're more satisfied and more loyal,
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6:02 - 6:04they have lower levels of stress
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6:04 - 6:06and higher levels of mental health.
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6:06 - 6:10And a 2012 study of employers
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6:10 - 6:13showed that deep, flexible practices
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6:13 - 6:15actually lowered operating costs
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6:15 - 6:17and increased adaptability
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6:17 - 6:21in a global service economy.
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6:21 - 6:24So you may think
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6:24 - 6:28that the privileging of work over family
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6:28 - 6:32is only an American problem.
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6:32 - 6:35Sadly, though, the obsession with work
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6:35 - 6:39is no longer a uniquely American disease.
-
6:39 - 6:40Twenty years ago,
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6:40 - 6:42when my family first started going to Italy,
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6:42 - 6:46we used to luxuriate in the culture of siesta.
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6:46 - 6:49Siesta is not just about avoiding the heat of the day.
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6:49 - 6:51It's actually just as much
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6:51 - 6:54about embracing the warmth of a family lunch.
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6:54 - 6:57Now, when we go, fewer and fewer businesses
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6:57 - 6:59close for siesta,
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6:59 - 7:02reflecting the advance of global corporations
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7:02 - 7:05and 24-hour competition.
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7:05 - 7:08So making a place for those we love
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7:08 - 7:12is actually a global imperative.
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7:12 - 7:14In policy terms,
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7:14 - 7:18real equality means recognizing
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7:18 - 7:21that the work that women have traditionally done
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7:21 - 7:23is just as important
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7:23 - 7:25as the work that men have traditionally done,
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7:25 - 7:28no matter who does it.
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7:28 - 7:32Think about it: Breadwinning and caregiving
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7:32 - 7:36are equally necessary for human survival.
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7:36 - 7:39At least if we get beyond a barter economy,
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7:39 - 7:41somebody has to earn an income
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7:41 - 7:44and someone else has to convert that income
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7:44 - 7:48to care and sustenance for loved ones.
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7:48 - 7:50Now most of you, when you hear me
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7:50 - 7:53talk about breadwinning and caregiving,
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7:53 - 7:56instinctively translate those categories
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7:56 - 8:00into men's work and women's work.
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8:00 - 8:03And we don't typically challenge
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8:03 - 8:07why men's work is advantaged.
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8:07 - 8:09But consider a same-sex couple
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8:09 - 8:11like my friends Sarah and Emily.
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8:11 - 8:13They're psychiatrists.
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8:13 - 8:15They got married five years ago,
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8:15 - 8:18and now they have two-year-old twins.
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8:18 - 8:21They love being mothers,
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8:21 - 8:22but they also love their work,
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8:22 - 8:24and they're really good at what they do.
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8:24 - 8:26So how are they going to divide up
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8:26 - 8:29breadwinning and caregiving responsibilities?
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8:29 - 8:31Should one of them stop working
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8:31 - 8:34or reduce hours to be home?
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8:34 - 8:36Or should they both change their practices
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8:36 - 8:40so they can have much more flexible schedules?
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8:40 - 8:42And what criteria should they use
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8:42 - 8:43to make that decision?
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8:43 - 8:45Is it who makes the most money
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8:45 - 8:48or who is most committed to her career?
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8:48 - 8:53Or who has the most flexible boss?
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8:53 - 8:56The same-sex perspective helps us see
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8:56 - 8:59that juggling work and family
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8:59 - 9:01are not women's problems,
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9:01 - 9:03they're family problems.
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9:03 - 9:06And Sarah and Emily are the lucky ones,
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9:06 - 9:08because they have a choice
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9:08 - 9:11about how much they want to work.
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9:11 - 9:14Millions of men and women
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9:14 - 9:17have to be both breadwinners and caregivers
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9:17 - 9:20just to earn the income they need,
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9:20 - 9:23and many of those workers are scrambling.
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9:23 - 9:26They're patching together care arrangements
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9:26 - 9:27that are inadequate
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9:27 - 9:30and often actually unsafe.
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9:30 - 9:34If breadwinning and caregiving are really equal,
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9:34 - 9:36then why shouldn't a government
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9:36 - 9:40invest as much in an infrastructure of care
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9:40 - 9:43as the foundation of a healthy society
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9:43 - 9:47as it invests in physical infrastructure
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9:47 - 9:50as the backbone of a successful economy?
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9:50 - 9:53The governments that get it --
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9:53 - 9:55no surprises here --
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9:55 - 9:56the governments that get it,
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9:56 - 10:01Norway, Sweden, Denmark, the Netherlands,
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10:01 - 10:04provide universal child care,
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10:04 - 10:06support for caregivers at home,
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10:06 - 10:09school and early childhood education,
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10:09 - 10:12protections for pregnant women,
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10:12 - 10:16and care for the elderly and the disabled.
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10:16 - 10:20Those governments invest in that infrastructure
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10:20 - 10:23the same way they invest in roads and bridges
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10:23 - 10:26and tunnels and trains.
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10:26 - 10:29Those societies also show you
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10:29 - 10:31that breadwinning and caregiving
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10:31 - 10:33reinforce each other.
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10:33 - 10:39They routinely rank among the top 15 countries
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10:39 - 10:42of the most globally competitive economies,
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10:42 - 10:44but at the same time,
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10:44 - 10:49they rank very high on the OECD Better Life Index.
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10:49 - 10:52In fact, they rank higher than other governments,
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10:52 - 10:55like my own, the U.S., or Switzerland,
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10:55 - 10:58that have higher average levels of income
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10:58 - 11:04but lower rankings on work-life balance.
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11:04 - 11:06So changing our workplaces
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11:06 - 11:10and building infrastructures of care
-
11:10 - 11:11would make a big difference,
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11:11 - 11:16but we're not going to get equally valued choices
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11:16 - 11:18unless we change our culture,
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11:18 - 11:21and the kind of cultural change required
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11:21 - 11:24means re-socializing men.
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11:24 - 11:28(Applause)
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11:28 - 11:29Increasingly in developed countries,
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11:29 - 11:32women are socialized to believe that our place
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11:32 - 11:36is no longer only in the home,
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11:36 - 11:41but men are actually still where they always were.
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11:41 - 11:44Men are still socialized to believe
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11:44 - 11:47that they have to be breadwinners,
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11:47 - 11:50that to derive their self-worth
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11:50 - 11:52from how high they can climb over other men
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11:52 - 11:55on a career ladder.
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11:55 - 11:58The feminist revolution still has a long way to go.
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11:58 - 11:59It's certainly not complete.
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11:59 - 12:01But 60 years after
-
12:01 - 12:03"The Feminine
Mystique" was published, -
12:03 - 12:06many women actually have
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12:06 - 12:09more choices than men do.
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12:09 - 12:11We can decide to be a breadwinner,
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12:11 - 12:16a caregiver, or any combination of the two.
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12:16 - 12:18When a man, on the other hand,
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12:18 - 12:21decides to be a caregiver,
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12:21 - 12:24he puts his manhood on the line.
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12:24 - 12:27His friends may praise his decision,
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12:27 - 12:31but underneath, they're scratching their heads.
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12:31 - 12:34Isn't the measure of a man
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12:34 - 12:37his willingness to compete with other men
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12:37 - 12:40for power and prestige?
-
12:40 - 12:44And as many women hold that view as men do.
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12:44 - 12:47We know that lots of women
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12:47 - 12:50still judge the attractiveness of a man
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12:50 - 12:53based in large part on how successful he is
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12:53 - 12:54in his career.
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12:54 - 12:57A woman can drop out of the work force
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12:57 - 12:59and still be an attractive partner.
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12:59 - 13:03For a man, that's a risky proposition.
-
13:03 - 13:06So as parents and partners,
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13:06 - 13:09we should be socializing our sons
-
13:09 - 13:11and our husbands
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13:11 - 13:15to be whatever they want to be,
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13:15 - 13:18either caregivers or breadwinners.
-
13:18 - 13:22We should be socializing them to make caregiving
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13:22 - 13:24cool for guys.
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13:24 - 13:27(Applause)
-
13:27 - 13:34I can almost hear lots of you thinking, "No way."
-
13:34 - 13:38But in fact, the change is
actually already happening. -
13:38 - 13:40At least in the United States,
-
13:40 - 13:43lots of men take pride in cooking,
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13:43 - 13:46and frankly obsess over stoves.
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13:46 - 13:49They are in the birthing rooms.
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13:49 - 13:51They take paternity leave when they can.
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13:51 - 13:54They can walk a baby or soothe a toddler
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13:54 - 13:57just as well as their wives can,
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13:57 - 13:58and they are increasingly
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13:58 - 14:01doing much more of the housework.
-
14:01 - 14:03Indeed, there are male college students now
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14:03 - 14:04who are starting to say,
-
14:04 - 14:06"I want to be a stay-at-home dad."
-
14:06 - 14:09That was completely unthinkable
-
14:09 - 14:1150 or even 30 years ago.
-
14:11 - 14:14And in Norway, where men have
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14:14 - 14:17an automatic three month's paternity leave,
-
14:17 - 14:20but they lose it if they decide not to take it,
-
14:20 - 14:22a high government official told me
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14:22 - 14:25that companies are starting to look
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14:25 - 14:27at prospective male employees
-
14:27 - 14:31and raise an eyebrow if they didn't in fact
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14:31 - 14:33take their leave when they had kids.
-
14:33 - 14:36That means that it's starting to seem
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14:36 - 14:38like a character defect
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14:38 - 14:42not to want to be a fully engaged father.
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14:45 - 14:51So I was raised
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14:51 - 14:55to believe that championing women's rights
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14:55 - 14:57meant doing everything we could
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14:57 - 14:58to get women to the top.
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14:58 - 15:01And I still hope that I live long enough
-
15:01 - 15:04to see men and women equally represented
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15:04 - 15:08at all levels of the work force.
-
15:08 - 15:12But I've come to believe that we have to value family
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15:12 - 15:14every bit as much as we value work,
-
15:14 - 15:17and that we should entertain the idea
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15:17 - 15:21that doing right by those we love
-
15:21 - 15:24will make all of us better at everything we do.
-
15:24 - 15:26Thirty years ago, Carol Gilligan,
-
15:26 - 15:29a wonderful psychologist, studied adolescent girls
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15:29 - 15:33and identified an ethic of care,
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15:33 - 15:36an element of human nature every bit as important
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15:36 - 15:38as the ethic of justice.
-
15:38 - 15:41It turns out that "you don't care"
-
15:41 - 15:44is just as much a part of who we are
-
15:44 - 15:46as "that's not fair."
-
15:46 - 15:48Bill Gates agrees.
-
15:48 - 15:51He argues that the two great forces of human nature
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15:51 - 15:55are self-interest and caring for others.
-
15:55 - 15:58Let's bring them both together.
-
15:58 - 16:01Let's make the feminist revolution
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16:01 - 16:03a humanist revolution.
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16:03 - 16:05As whole human beings,
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16:05 - 16:09we will be better caregivers and breadwinners.
-
16:09 - 16:11You may think that can't happen,
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16:11 - 16:13but I grew up in a society
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16:13 - 16:15where my mother put out small vases
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16:15 - 16:18of cigarettes for dinner parties,
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16:18 - 16:22where blacks and whites used separate bathrooms,
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16:22 - 16:27and where everybody claimed to be heterosexual.
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16:29 - 16:33Today, not so much.
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16:33 - 16:37The revolution for human equality
-
16:37 - 16:38can happen.
-
16:38 - 16:41It is happening.
-
16:41 - 16:43It will happen.
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16:43 - 16:48How far and how fast is up to us.
-
16:48 - 16:50Thank you.
-
16:50 - 16:54(Applause)
- Title:
- Can we all "have it all"?
- Speaker:
- Anne-Marie Slaughter
- Description:
-
Public policy expert Anne-Marie Slaughter made waves with her 2012 article, "Why women still can't have it all." But really, is this only a question for women? Here Slaughter expands her ideas and explains why shifts in work culture, public policy and social mores can lead to more equality — for men, women, all of us.
- Video Language:
- English
- Team:
- closed TED
- Project:
- TEDTalks
- Duration:
- 17:11
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