翻譯整篇文章

Widely noted demographic and sociological changes in the US
workforce, both public and private, over the last 40 years have
gradually but increasingly focused attention on the need for
workplace policies to assist employees in balancing work and family
life. In previous decades, a widely shared ‘work-family dichotomy,’
based on rigid and demanding workplace requirements with no
allowances for family demands, could hold sway largely because
men comprised the majority of the workforce; most wives stayed at
home to care for family responsibilities and otherwise support their
husbands’ careers. In the years since, however, that workforce has
undergone a demographic sea change, reducing the share of male
workers with this traditional support system to a minority and
raising to majority status a wide variety of ‘nontraditional’ employees
(women, the disabled, the elderly, students, and men with family
responsibilities) facing conflicts between rigid work demands and
personal or family needs and responsibilities.
These nontraditional employees have encountered great difficulties
in balancing work and family life. Working women face conflicts
resulting from their continuing role as primary caretakers for their
homes, children, and/or elderly parents, while husbands in dualcareer
households face new workplace stresses as they have assumed
greater responsibility at home. Similarly, older workers are often
unwilling or physically unable to meet rigid, full-time work
schedules, and employed students require flexible schedules or parttime
work to complement their school schedules. Other
nontraditional employees require similar flexibilities in the pursuit of
work-family balance.