西方人不赞成办公室恋情，而在印度，外包公司的员工更有可能把职场当作检验长期关系的好地方。

“Office hours sometimes get very hectic,” says 25-year-old D. Karthik as he waits with his colleague and fiancée, K. Tejaswania, at the juice bar of their employer, Mphasis. “If we are still able to adjust to it with our partners, that shows we are best for each other.”
“上班时间有时会十分忙碌，如果我们能够与恋人共同适应这种状况，就说明我们是最适合彼此的，”今年25岁的D.卡蒂克(D. Karthik)表示，他与他的同事兼未婚妻K.泰贾斯瓦尼娅(K. Tejaswania)正在他们就职的公司Mphasis的果汁吧等候着。

In a country in which young people used to outsource the business of finding a spouse to their parents, workers in India's growing outsourcing sector often look for partners themselves among their nearest colleagues.
在印度，过去年轻人的婚姻往往由父母包办，但在不断发展的外包行业，职员们经常在最接近的同事中寻找自己的伴侣。

Far from discouraging such relationships, their employers are happy to play matchmaker, according to a new study by the Indian School of Business, the country's prestigious MBA college in Hyderabad.
根据印度商学院(Indian School of Business)最新调查，对于办公室恋情，公司方面非但不加以阻止，还乐于撮合。印度商学院是该国知名MBA学院，位于海德拉巴。

One of India's most important industries with export revenue of more than $40bn a year, the outsourcing sector has been at the forefront of economic, social and cultural change since its emergence in the 1990s.
外包行业是印度最重要行业之一，每年出口收入超过400亿美元，崛起于上世纪90年代，此后一直处于经济、社会和文化变革的前沿。

The ISB cites a survey by Monsterindia.com, part of the global recruitment site Monster Worldwide, that found nearly 58 per cent of 12,191 respondents admitted to either having indulged in, or being open to, office romance. “There is a perception that a lot of companies are encouraging this trend because this accrues benefits to the organisation,” the ISB study by students Anshumita Sen and Naina Bhattacharya says.
印度商学院援引了国际招聘公司Monster Worldwide旗下Monsterindia.com所作的一项调查，该调查发现，在接受调查的12191人中，近58%的人承认有过办公室恋情或对之持开放态度。“人们感觉到，很多公司都鼓励这种趋势，因为对组织有利，”调查报告表示。实施该调查的是两名学生安苏米塔·森(Anshumita Sen)和奈纳•巴塔查里亚(Naina Bhattacharya)。

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These perceived benefits include “reduced attrition, higher employee engagement, satisfied and happy employees, greater feelings of citizenship towards the organisation and greater productivity through longer working hours at the workplace”.
人们眼中的好处包括“减少员工流失、提高员工敬业度、使员工感到满意和愉快、增强普通人对公司的好感，以及因上班工作时间延长而提高生产率”。

Some companies have gone as far as welcoming spouses under “referral programmes” in which staff can recommend friends to their human resources departments for recruitment, the study finds. The outsourcing industry says it does not “encourage or discourage” office romances but tolerates them when they develop.
调查发现，一些公司甚至欢迎员工的配偶通过“推荐计划”加入公司。根据此类计划，员工可向人力资源部推荐自己的朋友。外包行业表示，“不鼓励也不阻止”办公室恋情，但一旦发生办公室恋情，会采取容忍的态度。

Francisco D'Souza, chief executive officer at US-listed Cognizant Technology Solutions, says the company draws the line only when relationships occur between people in a direct “reporting line”. “We have plenty of husbands and wives working for us and that's good.”
在美国上市的Cognizant Technology Solutions的首席执行官弗朗西斯科·德苏佐(Francisco D'Souza)表示，公司唯一不能容忍的是上下级之间的恋情。“我们有很多员工是夫妻，这很好。”

Office romances are to be expected in such a youthful industry. “If you work with a workforce so young – 80 per cent of our population is under 25 – that's something that's in the air,” says Pratik Kumar, executive vice-president of human resources at Wipro, India's third biggest software outsourcing company.
在这个年轻人集中的行业，办公室恋情是可以预期的。“如果一起工作的人都这么年轻——我们80%的人不到25岁——这种事就会很普遍。”印度第三大软件外包公司Wipro的人力资源执行副总裁帕拉提•库玛尔(Pratik Kumar)表示。

Many employees in the industry hail from small, conservative communities in India's vast hinterlands and feel liberated when they come to big cities such as Bangalore or Mumbai.
该行业的许多职员来自印度广大内陆地区保守的小地方，来到班加罗尔或孟买这样的大城市，让他们感觉像是得到了解放。

Wipro even has an internal matrimonial site where would-be suitors can seek partners among the workforce of 96,965. Wipro's gender balance roughly matches the sector average of 65 per cent male.
Wipro甚至设有一个提供婚介服务的内部网站，想找对象的人可以通过这个部门在本公司的96965人中寻找伴侣。该公司的性别比例大致保持行业平均水平，即男性占65%。

One risk from such openness, of course, is emotional drama between employees. Mr Kumar says Wipro has an “ombudsman's process” for sorting out staff disputes that sometimes has to resolve romantic tussles.
当然，这种开明做法存在一个风险，即员工之间可能上演情感剧。库玛尔表示，Wipro有一个处理员工纠纷的“调查程序”，有时不得不解决情感纠纷。

“Do we get issues? Yes, we do. Sometimes these issues can appear very silly,” he says.
“我们遇到问题了吗？是的。有时问题还十分愚蠢，”他表示。

The ISB study also cautions that Indian companies need to be mindful of potential problems such as sexual harassment – one issue that has given inter-office romance a bad name in the west.
印度商学院的调查还指出，印度公司需警惕一些潜在问题，如性骚扰——在西方，这个问题已给办公室恋情招来坏名声。

Indian legal guidelines on harassment require companies to maintain a “complaint cell” for women to report abuses. But the ISB finds that nearly a third of employees surveyed thought their company did not have such a cell or had not heard of one.
印度性骚扰法规要求企业成立“骚扰投诉处”，接待女性员工的投诉。但印度商学院发现，近三分之一的受访者认为，自己所在的公司并没有这种设置，或者自己从未听说过。

Such dangers aside, Indian parents probably do not need to be alarmed. When it comes to tying the knot, it seems traditional concerns such as caste quickly return to the fore.
抛开这些隐患不谈，印度的父母们或许无需担忧。当发展到谈婚论嫁时，种姓等方面的传统顾虑似乎很快又占了上风。

Ms Tejaswani says: “I used to bore my mother talking about him [Mr Karthik]. So when the time came, it wasn't difficult at all convincing them. And since caste also was not an issue, his parents, too, agreed.”
泰贾斯瓦尼娅表示：“我过去常在我母亲耳边唠叨卡蒂克的事情。因此当时机成熟时，说服他们就一点都不难了。而既然种姓方面也不存在问题，他的父母也就同意了。”