Maternity Leave “Damages” Women’s Careers
The childfree have little cause to worry about maternity leave… or do we? In Britain, women can take statutory maternity leave of up to a year with statutory pay of 39 weeks. The 52 weeks is the result of a recent extension, but what we’ve been suspecting for some time now is out in the open. And that is employers (particularly smaller businesses) are thinking twice before offering women jobs or promotion. Fathers can now also take paternity leave for up to two weeks. The government, after focusing on maternity leave for years now thinks that it’s that focus that’s causing the backlash. Their solution? To extend more leave to fathers so that it’s shared and called “parental leave,” presumably to take the heat off the maternity leave.
The times I’ve wished that I was entitled to some leave (other than holidays or vacation) to take care of what’s important to me are innumerable. Parental benefits always take priority over those without children. Family-friendly means people with children friendly. Women can go off every other year to have children and would still get the same benefits. But let’s put that unfairness aside for now and get back to the article.
While businesses want a rest from the changes to maternity leave the government on the other hand wants to extend the leave to both the mothers and the fathers. So that would mean upping the time fathers can take off as paternity or “parental” leave. That, of course only widens the problem for employers. Both parents could feasibly take up to 6 months off… if the current leave time is shared. Meanwhile businesses would be left with sorting out the resulting administrative paperwork nightmare as if they don’t have enough already. It remains to be seen whether men would rush to take up the extended parental leave. But who knows?
The anecdotal stories that some businesses are refusing to employ women of childbearing age maybe aren’t all that anecdotal after all.
So what does this have to do with the childfree? Leaving aside that the childfree and others without children are left to carry the extra workload when their colleagues are off having kids – and get no such accommodation it might actually be a good time to talk up the fact that we’re childfree. That we’re not going to go off and have children and that means we bring more flexibility to the employer.
Childfree Chick shows the way on her post here: Side Stepping the mommy tax. Well worth a read – and a indication of the future – a future where we won’t have to hide our child free-ness but can make it a unique selling point when it comes to getting a job.
Mothers feel they should have the right to careers as well as time to spend with their children. Here are the views of one mother taken from the BBC website:
“I took a year off when my son was born. I think spending the first year of your child’s life with them is hugely important and would not have done anything differently.
However, I was not entitled to my old job back when I returned to the same company, regardless of my loyalty and hard work, so a compromise had to be reached. I know that I will not have the same opportunities for promotion as I chose to come back part-time, but your priorities change and you don’t take work so seriously once you have a kid.
I think the whole process of returning to work should be made easier for women as it nearly gave me a hernia… it was so stressful arranging childcare and working out finances.”
If you don’t take work so seriously once you have a kid, then why should any business take the mother seriously? I wonder, will there ever come a time when childfree men and women get even half of the benefits one gets simply because they’ve decided to have children, a personal decision.
Here’s another view…
“Next week I will return to work after 10 months’ maternity leave. I have had to compromise my career in the police but that is more my choice than that of my employer, who has been very good. I do feel that some women feel they should have it all. Having children is a choice and a privilege that some are not lucky enough to have.”
My view? From what I have seen in working environments I’ve been in, mothers have nothing to complain about. Granted those are larger employers, whose benefit packages are substantial. But just recently I was hearing from one of my colleagues how three people off on maternity leave (one for the second time in as many years) was wrecking havoc on projects. Hiring replacements was extremely difficult and so people were doing double, even triple duty in terms of workload. That we still have to play second fiddle to those who decide to re-produce is something I hope will be rectified at some point. But I’m not holding my breath. And neither am I blaming smaller employers for looking out for what works best for their business.
Over to you.
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