Parenthood in the Workforce

The workforce and the wider society have created culturally constructed standards upon which parents are judged, especially in terms of gender roles. We believe that we live in a supposedly gender equal society, yet gender roles still determine much of our behaviour and social acceptance. These gender roles affect their performance in the workforce. Parents are compelled to make ‘choices’ that often force them to choose between their family and career, and often result in them being stigmatized for the choices they have made. These issues have a significant impact upon gender neutrality and gender equality in our society.

It is true that there have been an increasing number of women in the workforce, yet there still remains a significant gap between genders not only in terms of position, but also in pay. This gap is not based upon lack of merit or capability but in fact due to the opportunities that they are given. The workplace expects that if women are participating and contributing to the workforce then either they must give double the amount of effort in order to prove themselves as capable as men, or simply remain regarded as dispensable workers, especially once they enter motherhood. Careers develop at the sacrifice of family and families at the sacrifice of ambition. This is unfair, especially when capability should be measured on merit, not on gender or personal choices. Becoming a father has little to no effect on a man’s working capability. He is treated as an employee first, and then a father.

Ideally the workforce should be gender neutral, yet the reality is different, especially for parents. These subtle differences between the genders have a significant impact upon parenthood. The responsibility for a child lies with both the parents equally. Sweden has implemented reforms for paternal leave in addition to maternity leave. Paternal leave allows for fathers to assume primary carer responsibility for the child, which in turn allows mothers to return to the workforce as needed. This encourages neutrality in the workforce, as there is no discrimination against parents. It also leads to a positive division of labour in the home as working together creates happier families, happier employees resulting in a successful workforce and ultimately a happier society. The positive effects of paternal leave have been proved with the conclusion that social policy needs to change in order to promote gender equality in the workforce.

Countries have also been implementing shared parental leave, which allows parents to divide responsibility for the child. Shared parental leave restructures gender beliefs and allows men and women both to stay in the workforce and spend time with their children as per their variable needs. This leave not only allows children with access to both parents but also promotes gender equality in the division of parenthood. Parents in the workforce should freely be able to create an arrangement that benefits both the family and the workforce without having to face stigma.

In April 2016 the Government announced changes to the paid parental leave in New Zealand.

Some of the changes include:

• The parental leave payment period has been extended to 18 weeks for a child that is born, expected to be born, or you assume primary care of a child under six years of age on or after 1 April 2016.
• The parental leave payment extended to non-standard workers (such as casual, seasonal, and employees with more than one employer) those who have recently changed jobs, other employees and self-employed people.
• Entitlements extended to cover all permanent arrangements where the applicant has primary responsibility for the care, development, and upbringing of children under 6 years, including adoption, Home for Life parents, whāngai, grandparents etc from 1 April 2016.
• Paid keeping-in-touch days available for employees on parental leave, by agreement between the employer and employee, from 1 April 2016
• Additional parental leave payments of up to 13 weeks, are available if a baby is born prematurely before 37 weeks.
• Some terms associated with parental leave have changed, maternity leave has been replaced by primary carer leave, paternity/partner’s leave has been replaced by partner’s leave.

These changes are a significant development for parents in the workforce and will lead to gender neutrality and gender equality in the workforce. After all, parenthood is a gift, and the workforce should not be charging ‘tax’ upon this universal experience. Shared parental leave will allow parents to craft an arrangement that will suit their needs without being compelled to choose between their family and their career.