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So here it is.
所以，定义如下。
A good job is where a worker, one, is fairly treated.
好工作就是，员工会：（1）被公平对待；
Two, has a promising future.
（2）前途大有可为；
Three, feels psychologically safe.
（3）在心理上能有安全感；
And four, has a sense of purpose.
（4）有明确的目标。
Now by this definition, only about a third of jobs today qualify as good jobs.
根据这个定义，现今只有约三分之一的工作算是好工作。
But that's where data-driven impact investing can help.
但此时资料导向的影响力投资就派得上用场了。
By putting hard numbers to each of these conditions, we can score each job at the companies we invest in and then work to improve the number of good jobs at these companies.
将这每项条件都用实在的数字来表示，我们投资的公司里的每个工作就都能被评分，接着我们可以想办法做改善，让那些公司有更多好工作。
So let's go through each of these four conditions in turn, and as we do, think about the place where you work.
咱们再依次回顾一下这四项条件，联想一下你工作的地方。
How does it measure up?
它是否符合标准？
If the answer is "not good," don't worry, you can help point your company in the right direction.
如果答案是“不太符合”，别担心，你可以协助你的公司找到对的方向。
So here we go.
来吧。
Number one, a worker is fairly treated.
（1）员工会被公平对待。
Now we spend roughly a third of our adult lives working.
我们的成年人生有大约三分之一在工作。
So whether you work at Marshall's or Microsoft, you want your employer to pay you fairly for all that time.
所以不论你是为马歇尔百货还是为微软工作，你会希望雇主在你工作期间给你公平的薪资待遇。
But many investors see worker pay as a zero-sum game.
但许多投资人会把劳工薪资视为是零和游戏。
Whatever a company gives to workers must somehow come at our expense, which is why when Home Depot announced early in COVID that they would be offering danger pay and making investments in worker safety, they saw their market value crash by billions of dollars.
不论公司给予员工什么，我们都会以某种方式付出代价。这就是为什么在新冠肺炎疫情初期当家得宝（Home Depot）宣布他们会提供危险报酬，并在工人安全方面进行投资，他们就发现他们的市值重跌了数十亿美金。
But our research found over 100 studies that show that appropriate incentives, attractive benefits like retirement accounts and health care and things like flexible schedules more than pay for themselves through improved productivity, higher retention, lower hiring costs.
但我们整理了超过一百篇研究，发现适当的奖励更能带来利益，比如退休金账户、医疗保健及弹性时间表等等，胜过发薪水本身，因为能改善生产力、提高员工留用、降低雇用成本。
Home Depot itself is a company that's built on the idea of providing better service to customers by employing experts on its shop floors.
家得宝这间公司的成立理念就是在工作场所用专业的员工，提供更好的服务给客户。
People who have seen your problem before because they've worked in home repair and construction, and they can help you to fix it better.
这些员工以前在家庭维修和建筑业工作过，所以见过你的问题，他们能帮你把问题处理得更好。
Now Home Depot is thriving today thanks to its investment in workers.
家得宝现在很经营得很好，因为它能投资在员工身上。
Now fair pay is a critical, critical thing, but it's not the only thing that matters.
公平的薪资是很重要的，但重要的不只有它。
Which brings us to our second condition: a promising future.
这就带到我们的第二个 条件：前途大有可为。
Fast food restaurants not only pay low wages, they also offer very little in terms of learning and growth, which is why their employees quit after six to 12 months on average.
速食餐厅不仅只给低薪，在学习和成长方面，它们提供的也非常少。这就是为什么其员工平均工作六到十二个月后就会离职。
Think about that the next time you get rude service at the drive-thru window.
下次你在得来速的服务窗口遇到无礼的服务时，想想这一点。
But training and career path can help to solve this riddle.
但训练和职业道路可以协助解决这个难题。
Restaurants like Tender Greens in California and Boloko in Boston offer training to their low-wage workers that qualifies them for management roles.
如加州的Tender Greens及波士顿的Boloko等餐厅，会给低薪的员工提供培训，让他们能符合管理角色的资格。
So you might start out as a dishwasher earning 12 bucks an hour and then with the right training, you can become a restaurant manager in a matter of months, making nearly three times that much.
你一开始可能是洗碗工，每小时赚十二美金，若有对的训练，你就可以在几个月内成为餐厅经理人，薪资变近三倍。
Now the prospect of tripling your wage is a powerful motivator.
有希望可以让薪资翻三倍是很强大的动机。
And the data shows that workers are much more loyal and dedicated when they feel that their company is helping them to build a career.
且资料显示，当员工感觉他们的公司在协助他们建立职涯时，他们就会更忠诚和投入许多。
Our third condition, psychological safety, should be a fairly obvious one.
第三项条件是心理上的安全感，这一项应该十分明显。
Think of the best boss you've ever had, the one that motivated you to go above and beyond at work.
想想看你遇过最棒的老板，在工作上能让你想要再超越的老板。
I bet that person was a listener.
我敢说那位老板一定是能倾听的人。
Because the modern workplace is increasingly a place of communication and collaboration.
因为现代的工作场所越来越偏向沟通和合作的地方。
But many workers find it difficult or risky to speak up.
但许多员工会觉得把话说出来太困难或太冒险了。
Professor Amy Edmondson of Harvard has studied this issue in government, nonprofits and companies and found that most people's first instinct is to self-protect.
哈佛的艾咪艾德蒙森教授研究过在政府、非营利机构及公司中的这个议题，她发现多数人的第一直觉就是自我保护。
Let's face it, life's too short to correct your boss's mistake if you think you might get fired as a result.
老实说，人生太短，不用去纠正你老板的错误，毕竟，结果有可能是你被开除。
Not speaking up is invisible, but it can cost the company valuable ideas.
“不把话说出来”是隐形的，但公司可能要付出的代价就是失去珍贵的点子。
It can squander employee talent or worse, it can put customers or employees at physical risk.
可能会浪费了员工的才华，或者，更糟糕的是让客人或者员工承受外在的风险。
