I was a high school cheerleader. Whew – I’ve gotten the confessional part of this post out of the way. In all honesty, I hated football, and didn’t know anything about the game. I had discovered ballet and modern dance at age seven, and very soon was taking lessons four times a week. Dance was my life. This was an era when girls were often discouraged or excluded from playing sports, before the passage of Title IX. When I reached Riverside High School (RHS) in Buffalo, New York, the only dance-like option available for athletic girls was cheerleading. So another dancer friend and I plunged into the world of rah-rah, feeling like outsiders even though we were viewed as football-loving cheerleaders. Perhaps more importantly, we were also considered “popular girls”, with status that was derived from our official role in supporting the football players, “our men”, who represented the epitome of masculinity.
Like most occupations that are female-dominated, our all-female cheerleading team was a vehicle through which we were able to bond. Our coach was the first lesbian I ever met, closeted of course in those days, who supported us in our prominent role, despite the fact that it was a gendered role. Our job was quite simple. We were to rev up the audience so that they could rev up the players. We cheerleaders – dressed in our short skirts and lettered sweaters – were happy to cheer and leap with chronically fixed smiles, as we performed to an appreciative crowd. Although unlike me, most of my “sisters” really meant it when they cheered for the players. Here was one of our popular chants, which I loved not because of the words, which glorified the heroes of the game, but because of the athletic moves that accompanied them: “They always call him Mr. Touchdown They always call him Mr. T. He can run and and kick and throw Give him the ball and just look at him go Hip, hip, hooray for Mister Touch-down He’s gonna beat ‘em today So give a great big cheer (WOO! – cheers the crowd ) for the hero of the year, Mister Touchdown, RHS (Riverside High School)”
The real hero of the RHS team was Joe Ehrmann, a star football player with a solid frame, wide, powerful neck, and muscles that popped out of his uniform. Unlike most other girls in school, I was not interested in football players, including Joe. I presumed – right or wrong – that if you were a football player, you probably had an inflated ego and you were short on smarts. That said, it was clear that Joe was different than the other ball players. He was funny and clever, and a “mensch” – aka a really sweet guy. I remember his performance in an all-school “assembly” when Joe got up in front of the whole school and danced in a hula skirt. At the time, this was hysterical and unheard of – a popular football player cross-dressing for laughs. He wasn’t afraid to be outrageous, and perhaps understood that a hulk of a man displaying so-called femininity was discordant and therefore, funny. No surprise that Joe and I didn’t see each other after high school, but we both attended Syracuse University. He went on to become a star player on SU’s football team, and I went on to become an anti-war activist and aspiring feminist. When Joe graduated from SU, he was immediately drafted to play defensive tackle in the NFL for the Baltimore Colts. Given my disconnect from the world of football – in my mind, a violent sport that typifies our “masculinist” culture – I knew nothing about Joe and his success over the next four decades. That is, until I began to teach courses on gender and workplace issues, and lo and behold, I discovered that Joe and I had a lot in common. Over the years, Joe had become a minister and popular motivational speaker who chose sports as his bully pulpit to preach all over the country about the damaging social construct of what it means “to be a man”. In his blog, Joe writes about 10 lessons he’s learning about sports in America. Lesson # 7 says: At the core of much of America’s social chaos – from boys with guns, to girls with babies, immorality in board rooms and the beat down women take– is the socialization of boys into men. Violence, a sense of superiority over women, and emotional disconnectedness are not inherent to masculinity – they are the results of societal messages that define and dictate American masculinity. Speaking like a feminist sociologist, Joe says that “America is increasingly becoming a toxic environment for the development of boys into men”…which “disconnects a boy’s heart from his head (and) contributes to a culture of violence, emotional invulnerability, toughness and stoicism (that) perpetuates the challenge of helping boys become loving, contributing and productive citizens”.
I wouldn’t have found Joe, had I not become aware of a controversy around a couple of macho sportscasters who run a morning radio show on WFAN in New York City, called Boomer and Carton, followed by a social critique from my old classmate, Joe. The “Boomer and Carton” show began with Carton ranting about a New York Mets player, Daniel Murphy, who took two days of paternity leave, or as they called it a two-game paternity leave, to be with his wife as she was birthing their baby. He said that he could understand why a man would be with his wife while she’s HAVING the baby, But to ME, and this is MY sensibility – Assuming the birth went well; assuming your wife is fine; assuming the baby is fine – (then he should take off) 24 hours! Baby’s good; you stay there; you have a good support system for the mom and the baby. (Then) you get your ass back to the team and you play baseball! That’s my take on it.
As Carton finishes these last words, he knocks his fist on the table, agitated, and then continues: “What do you need to do anyway? You’re not breastfeeding the kid!…I got four of these little rug rats! There’s nothing to do!” Initially, Boomer counters by saying that Daniel Murphy has the legal right to be with the mom and his newborn, but when pressed by his co-host, Carton, about what HE would have done, Boomer backs off and says: Quite frankly I would’ve said (to my wife), C-section before the season starts. I need to be at opening day. I’m sorry, this is what makes our money. This is how we’re going to live our life. This is going to give my child every opportunity to be a success in life. I’ll be able to afford any college I want to send my kid to because I’m a baseball player. So here we have two sportscasters telling us that a) “real” men have no responsibility, nor should they have an interest in being an involved father; and b) “real” men should tell their wives that this is how it’s going to be: You wrap your birthing around my work schedule, and then when you’re done popping out the baby, I’m outa’ here because I’m making money to send this kid to college, and that’s more important. This is where former NFL player Joe Ehrmann chimed in. I think these comments are pretty shortsighted and reflect old school thinking about masculinity and fatherhood. Paternity leave is critical in helping dads create life-long bonding and sharing in the responsibilities of raising emotionally healthy children. To miss the life altering experience of ‘co-laboring’ in a delivery room due to nonessential work-related responsibilities is to create false values. Take that, Boomer and Carton!
In the background throughout all this hub-bub was Daniel Murphy who, without any fanfare, commented that he did hear about the controversy around his leave-taking, but he didn’t care. “That’s the awesome part about being blessed, about being a parent, is you get that choice. My wife and I discussed it, and we felt the best thing for our family was for me to try to stay for an extra day – that being Wednesday, due to the fact that she can’t travel for two weeks”.
Instead of cow-towing to the traditional view that men – in particular, high-priced athletes – should put work over family, Murphy exhibited compassion for his wife and a desire to be an involved dad. “It’s going to be tough for her to get up to New York for a month. I can only speak from my experience – a father seeing his wife – she was completely finished. I mean, she was done. She had surgery and she was wiped. Having me there helped a lot, and vice versa, to take some of the load off. … It felt, for us, like the right decision to make.” Okay, Murphy defended his right to take a measly two days off from work. This isn’t so different from thousands of men around the nation, as the range of men’s use of parental leave goes somewhere from a couple days to a couple of weeks. And that time is generally taken as vacation time, which disassociates it from the act of involved fathering. But still, the public face of this story elevates the importance of father involvement in child caring and co-parenting, with Murphy as the protagonist, and my old classmate, Joe, the advocate who understands and has a lot of important things to say about it.
Joe continues to give inspirational talks around the country, where he questions how men begin to understand themselves and connect more deeply to others. “It’s a long term process but it starts with the idea that you can’t keep hiding and protecting yourself. You’ve got to be able to let people in. Then you have a chance to be truly loved and to love.” Check out Joe Ehrmann’s TedX Baltimore talk called “Be a Man”: https://www.youtube.com/watch?v=jVI1Xutc_Ws
What happens when some women break the glass ceiling? A few of them become authors of best-selling novels in which they deconstruct their workplace experiences and offer advice to others. This is a good thing, in the tradition of sisters helping one another out. But which sisters and what kind of advice do they offer? Perhaps the most popular and controversial of the genre right now is Lean In, authored by Facebook Executive, Sheryl Sandberg, who authored an endearingly honest and forthright book about what women need to do to overcome obstacles and move up the career ladder. What I love about Sandberg’s writing is that she has broken the code of silence about what it feels like to be a woman in corporate America. She does it with personal stories about her own insecurities and vulnerabilities as a woman manager, as well as with facts about the gendered workplace, acknowledging the uneven playing field in which a preponderance of men dominate top positions in business and government.
I’m sure that her message resonates with thousands of professional working women across America. But Sandberg’s narrative unfortunately does not speak to women innon-professional jobs, where being assertive in the workplace doesn’t get you more; in fact, it just might get you fired. In fact, most women workers aren’t aiming for the top; they’re simply trying to make ends meet.
One could argue that having women on top will make it better for all women, but that’s not necessarily the case. All the stereotypes that persist about women in the broader society – their inability to be assertive or think rationally in a crisis – become the yardsticks of assessment of women’s behavior when they are in management positions. Simply because they are women, they are judged more critically and closely. Not only is this personally uncomfortable for them; it may also affect their status in a company or government organization. Women on top must develop survival strategies to deal with pervasive sexism they experience on a daily basis.
They are subject to a dominant workplace culture in America that overvalues long hours as a measure of commitment and loyalty. This is the backdrop against which women in management – or high level positions – operate. When women upper-level managers make policies about their subordinates’ work policies, they are operating in a “gender-loaded zone”, in which their decisions may be scrutinized by their male colleagues.
The reality is that professions that are dominated by men pay more, and those that are dominated by women pay less (e.g., programming vs. coding, doctoring vs. nursing, tenure track teaching job vs teaching kindergarten).One strategy is to encourage more women to pursue higher paid professions, and that’s fine. But this doesn’t address the devaluing of jobs that are more “gender-coded” like teaching, nursing, and anything related to caregiving work.
While I fully support the notion of women asserting themselves in the workplace (when it isn’t too risky!), many women – and men – would benefit from a range of public policies that protect their jobs and support their capacity to balance their work lives with their personal – including family – demands. In my own research on parental leave use in a large financial services corporation, I found that upper-level women didn’t use the policy AT ALL, largely because they either didn’t have kids (was this a business decision?) or because they waited until their children were older before going after upper management jobs. Women in middle-management used less leave time than they were legally allowed to take, and women in lower-level jobs took the least amount of leave time. What about men? They tended not to use the parental leave policy at all; rather, they took two weeks of vacation time after the birth or adoption of a new baby. What I found was two-fold: Given that we only have an unpaid leave policy in the U.S. (counter to most other industrial countries that provide paid leaves), family economics often called for the lower-paid worker to take time off to care for a newly arrived baby, and that was usually a woman. Moreover, the culture of the workplace rewards long hours, so that parental leave is considered time “taken” away from the job (e.g., profits) over time taken to parent, an unpaid job that is devalued by business norms. Hence the title of my book: Taking Time: Parental Leave Policy and Corporate Culture. http://www.amazon.com/Taking-Time-Women-Political-Economy/dp/1566396476
A more complete picture – one that addresses the needs of all workers – must include a set of universal policies, including pay equity to break down gendered wage differentials, paid parental leave to ensure that women AND men use leave time, flexible work policies that allow people to balance their work and personal demands, and universal child care to ensure that all young children have access to quality, affordable early care and education. In addition to offering advice about being more assertive in the workplace, we need these policies if we are to make any inroads towards changing the playing field for women and men. Moreover, for those in non-management positions, there must be formal policies as well as informal organizational support to ensure that being assertive in the workplace won’t cost them their jobs.
How can we enhance the recent messaging around women in the workplace to ensure that it addresses not only the micro level – how we as women and men operate in the context of our workplaces – but also the macro level, how workplace policies – including family policies – are needed to establish protections in the workplace?
A number of years ago, I was invited to the Pentagon to talk about a work and family study I was conducting. Anyone who knows me may find this fact pretty incongruous. But I was intrigued to find out about the human resources side of the military. Given my history of antiwar and women’s rights activities – and the fact that my father had been subpoenaed to appear before the House Un-American Activities Committee in the 1950s – I fully imagined that I wouldn’t make it through the security screening. But, to my surprise, I sailed through. I found myself being chaperoned through dingy hallways to a very nondescript office for a meeting with a powerhouse of a woman who headed up programming on family supports for military “members” and their families.
Over the next two years, I worked with her and a real live Colonel, a kind and gentle soul who was an expert on domestic violence issues in the military. Our work together focused on assessing how well various military family support agencies were able to collaborate. Their “mission” was to support families through the challenges of dealing with deployment and loss.
I initially felt like a fish out of water working within this institution. But I soon connected with the human dimension and discovered that within the military, there are people from incredibly diverse backgrounds – including political perspectives – who really care about people’s well-being. I also learned that the military has far more progressive family policies than governmental policies in the civilian sphere, which rely on a hodgepodge of precarious private and public funding to service those in need.
I discovered, for example, that the military provides high-quality, affordable and accessible childcare in which early childhood teachers are paid good wages. According to Gail Zelman and Susan Gates, researchers at RAND,
“While there are no easy or obvious solutions to the childcare problem, policymakers can look to an unlikely source from ideas about improving childcare: the military. The US Department of Defense (DoD) has succeeded in optimizing the three key aspects of child care delivery – availability, quality and affordability – a juggling act unduplicated anywhere else in the country. The system currently meets around 60% of the assessed need, serving about 176,000 children 6 weeks to 12 years old in 900 centers and in 9,200 family child care homes nationwide. (Family child care homes are usually run by military spouses.)”
Let’s be honest here: The military’s desire for high levels of productivity and commitment among its members – and the need for support from military family members – are the drivers underpinning military support for these policies.
So what can policymakers learn from DoD’s experience, ask researchers Zellman and Gates?
“The clear message is that affordable, high-quality child care requires a system level commitment to quality, as well as incentives and funding to make it a reality.”
In contrast, our “civilian” child care system in the U.S. is underfunded and suffers from lack of quality, which can largely be attributed to low wages and inadequate support for its workers. In fact, the turnover rate of early childhood teachers in the U.S. is between 25-30%. Research points to a “turnover climate” which affects overall program quality. One study found that highly trained teachers (BA level or higher with specialized training) “were more likely to leave their jobs if they earned lower wages, worked with fewer highly trained teachers and worked in a climate with less stability.” (Whitebook, at al, 2001). Therefore, worker retention is linked to the stability of the program and ultimately, to higher quality.
In addition to high quality, affordable child care, the military offers paid parental leave and universal health care. Ironically, when progressives promote these policies at the federal (civilian) level, conservatives cry ‘socialism!’
In a memo entitled, “For Our Air Force Family,” Lieutenant General, USAF, Assistant Vice Chief of Staff, Joseph H. Wehrle, Jr., says,
“The United States Air Force is committed to taking care of its own. Steadfast, homefront support is provided to family members by the Integrated Delivery System… As always, we remain One Force, One Family.”
in the military, the credo – “We take care of our own.” – is motivated by the belief that this will support “readiness” for battle, increase productivity, reduce turnover, and ease the process of leaving one’s family behind to put oneself “in harms way” around the globe.
Without such immediate drivers in the corporate or non-military governmental sphere, it is hard to make the case – or as human resource professionals would say, the business case – for progressive family policies. But we don’t have to only look to Europe for inspiration around family policies; we can look to the U.S. military to find some of the most progressive policies in this nation. Don’t we all deserve them?
Yesterday, I shared a long plane ride with a Japanese woman who was coming to the States to visit a friend. She patiently helped me try to track down an old Japanese friend via Google. Yes, there was WiFi on board; yes, Google in Japanese is very cool; and no, we were not successful in tracking her down! But more importantly, we talked about work and family issues, as she described the gendered division of labor in Japan. She is employed as a translator, but took a 10 year hiatus from her paid work – actually quit her job – to care for her son. This is typical, she said, among women “in her generation.” (After our conversation I calculated her age as around 43.)
In his book,The New Paradox for Japanese Women: Greater Choice, Greater inequality, Japanese economist Toshiaki Tachibanaki presents a gendered analysis of the Japanese economy. He reports that while Japanese women now have more choices in their careers than in earlier days when their education consisted of preparing them to be “good wives,” they now face job discrimination, sexual harassment and wage inequalities on the job. My new Japanese airplane friend commented that her husband wanted her to stay home with her son, telling her that it was the most important thing she could do. He, on the other hand, was working 12+ hour days. When I asked her if he was “able to” spend time “at home,” she winced and said that he did play with their son sometimes, but didn’t do any housework or cooking.
She was surprised to hear that over 75% of American mothers of school-age children work for pay. In Japan, nearly half of all women work in the labor force, but Japanese women earn less than half of what men earn. So it’s no surprise that women take on the brunt of the caregiving responsibilities, simply from an economic perspective. By the way, the gender wage gap in the US also is a significant problem, particularly for mothers, albeit less stark than in Japan.
She also described the dissolution of the extended family in which multiple generations lived together. Without a grandparent to do childcare, women in Japan have a harder time sustaining full time employment.
While we didn’t dive into a discussion of childcare policy in Japan, her observation got me thinking about the meaning of community and the gendered division of labor during my childhood years in the 50s. The 1950s in the U.S. are portrayed much like my Japanese friend’s description of contemporary Japanese culture, with the general assumption that mothers’ most important work was to stay at home with their children.
But what did staying at home actually mean in 1950s America? I know from personal experience, as a child of the 50s, I spent hours playing on the street with my friends. Whether it was kickball, dodgeball, relay or two-person races, or making up plays, we kept each other busy (on the street, as opposed to off the streets!). When I wasn’t in school or hanging out with my buddies on the street, I was taking dance classes or piano lessons. And when I wasn’t in school, on the street or at a lesson, I was firmly planted in front of our black-and-white TV, watching “traditional family life” in shows like Leave it to Beaver, Father Knows Best, and Ozzie and Harriet. While my mother was a “stay-at-home” mom, like the majority of middle-class mothers in that era, she and I didn’t spend a whole lot of time together because, frankly, I had other fish to fry!
Despite the glorification of family life in 1950s America, believe it or not, mothers today spend about the SAME amount of time as the 50s and 60s moms who did not work outside of the home! Family sociologist Suzanne Bianchi found that while the number of children with mothers in the paid labor force has gone up considerably between 1965 and 2000, there has actually been a slight INCREASE in the amount of time moms are spending with their children over these years now – from 10.6 hours per week in 1965 to 12.9 hours per week in 2000. Contemporary dads also spend a little more time with their kids these days, from 2.6 hours per week in 1965 to 6.5 hours per week in 2000.
So what’s the deal? Well it looks like a number of factors have converged to create this new reality, even though mothers and fathers spend a lot of time at their paid jobs. First of all, the work of the “at-home” mother has been greatly altered by technology and fast food. Meal preparation – especially when it comes from a takeout joint, comes out of a package, or pops out of the microwave oven – takes less time. Mothers are also spending less time cleaning the house, compared to a few decades ago. Dust bunnies prevail! And actually, fathers never spent a whole lot of time cleaning the house anyway, so no big change there.
But equally important, the notion of good parenting has shifted over the years from more hands-off to more intensive, involved parenting. From playing classical music to your in-utero fetus to knowing all your kids’ teachers to coaching her Little League team to texting daily with college age kids, the contemporary notion of “good parenting” has been redefined as engaged parenting. Based on the research, it seems that mothers who work outside the home want to “protect” the amount of time they have with their children; ergo, spend as much time with them as possible.
In her study of nurses who work night shifts, Anita Garey found these women chose night hours so they could maintain the notion of the “ideal mother” who was available to meet during the day with her child’s teachers, bake for the bake sales, and show up at school events. All this came at a cost: sleep and personal care. Sociologist Arlie Hochschild called this phenomenon the “time famine.” Bianchi argues that the increase of mothers in the paid labor force, at least in two-parent families, has shifted some of the caregiving responsibility to fathers, commenting,
“Perhaps most controversial, women’s reallocation of their time probably has changed men. The increase in women’s market work has facilitated the increase in women’s involvement in child-rearing, at least within marriage.”
Clearly, the economy is the driver in the U.S. and other parts of the world, creating an imperative for women to participate in the paid labor force. But women, like men, derive meaning from paid work, and the women’s movement of the 1970s – while rarely mentioned these days – had a powerful impact on women’s sense of entitlement in the workforce.
While we are not battling the level of tradition that exists within Japanese culture, we have a long way to go to achieve equity, particularly for mothers in the paid labor force.
To achieve real equity in the labor force, we need concrete changes in government policies that promote and protect wage equity for women, and protect against gender- and parent-based job discrimination. We need a paid parental leave policy, and support for shorter work hours so that parents of young children can choose to gradually return to full employment after taking a parental leave from the jobs. We need universal child care so that all young children have access to high-quality early education and care, and not just those in families that can afford it. And we need universal health care, so that workers are not reliant on a job for their health insurance. That’s too dangerous in this economic climate, and even with employer-based insurance, there is too much variability in the type of care provided.
Tall order? Maybe, but we need a comprehensive set of solutions to achieve “good parenting” in this age of work-family imbalance.
A sociologist buddy of mine just told me that she may be using my book on parental leave in a new class she’s teaching (Taking Time: Parental Leave Policy and Corporate Culture). While I should be overjoyed, I am not. Why? Because the book is 12 years old and it’s sadly as relevant today as it was twelve years ago!
Taking Time is based on an ethnographic study. In other words, I went native and hung out for a year in a financial services corporation I called Premium, Inc., studying its corporate culture. I wanted to understand how the culture of the workplace affected employees’ attitudes towards the company’s generous parental leave policy and ultimately, who used it.
I happened to be doing this study right after the passage of the Family and Medical Leave Act (FMLA.), which was the first bill President Clinton signed in 1993. The bill mandates employers to allow their workers – women and men – to take up to 12 weeks of unpaid leave to parent their newly arrived baby (biological or adoptive). This federal policy provided basic rights to Premium employees, in addition to the company’s own parental leave policy.
To my dismay, I found a strange and insidious blend of economics and culture that seriously undercut the use of parental leave policy at Premium. Of the 143 parental leave takers I interviewed, 140 were women and 3 were men! Women in high-level positions barely took leaves. In fact, only two female vice presidents took five weeks; the three senior female managers took five, nine and 10 weeks respectively. As one female senior manager said,
“Old-time management in the company still has an old mind-set about about women and work and family…The women who generally get to the higher top are the women who don’t have the children. You have to sacrifice something to get there.” Not a single male senior manager took a parenting leave. Instead, new fathers tended to take 2-week vacations after the arrival of their new baby. One male manager I interviewed told me,
“It was simple economics. I was going to work full-time and (my wife) was going to work part-time. We joke about her job being a hobby because she’s hardly covering the cost of daycare.”
Most men facing new parenthood didn’t even consider taking time away from their jobs to parent a newly arrived infant, because they were worried their careers would suffer. For them, the cultural norms of the workplace mitigated against taking time to do what is still considered “women’s work”. Simply put, for both high-level female and male managers, babies and briefcases didn’t go together. This cultural norm trickled down to the organizational culture…
The largest group of workers who used the leave policy were women in non-management positions. Professional non-management women took an average of 10 weeks leave, two weeks less than the 12 weeks allowed by the FMLA! And nonprofessional women – women who earned less than those in professional positions – took an average of 8 weeks, with half taking 7 weeks or less. These women simply couldn’t afford to take longer leaves. Unless they had family lining up to care for their babies, much of their time was spent worrying about setting up quality, affordable childcare. This short leave-time falls far short of the six-month leave that T. Berry Brazelton, child development expert, recommends to support parent-child bonding.
In a 2009 study of current leave-taking practices, researchers found a a similar picture. There has been a very small increase in the amount of leave-time taken in the birth month (5.4%) by “highly educated and married mothers” and an increase of 13% in the next two months (Han, Ruhm and Waldfogel, 2009). Single mothers, on the other hand, are less able to afford unpaid leave. And fathers continue to take extremely short leaves or none at all. This data confirms what I found in my study 12 years ago: that uppaid leave policy discriminates against those at the lower rungs of the income ladder who cannot afford to take longer leaves. With the absence of a mechanism to replace workers’ wages during the leave period, non-management female employees shorten their leaves; management employees take short leaves; and men don’t take parental leaves at all.
While lower paid workers would be the most obvious beneficiaries of paid leave, in fact, ALL employees would benefit from such a policy. The U.S. is the only wealthy nation in the world that does not offer parental leave, according to political scientist Janet Gornick, who conducted a cross- national study of parental leave policies.
“The United States has the least generous parental leave policies of all 21 economies compared in the study. We pay a high price for our meager policy, because parental leave improves the health and well-being of children and their parents, and paid leaves provide families with crucial economic support at such an important time.”
Gornick and her colleagues report that European countries, led by Finland, Norway and Sweden, rank far ahead of the United States in providing guaranteed parental leave, with Sweden ranking highest for gender equality and parental leave practices. Germany also offers a generous paid leave policy, and four countries show high levels of both generosity and gender equality: three Nordic countries (Finland, Norway and Sweden), and Greece.
We have a long way to go in the U.S.! California finally passed paid parental leave legislation in 2002, and the U.S. military even offers paid leave to its members. But a recent effort to extend paid leave to civilian employees got stuck in the Senate. And other initiatives to create paid leave through “baby unemployment insurance” – in which some small portion of the state unemployment insurance fund would go towards a paid leave fund – has hit a wall, given high employment rates.
Nonetheless, the issue will not go away for the thousands of mothers and fathers around this nation who want to spend more time with their babies. It may seem counterintuitive to push for paid parental leave in this economic crisis, especially as people are being laid off from their jobs. You might argue that laid-off workers have more time to hang out with their kids anyway. And besides, why would employers want to add incentives for their existing labor force to take time away from the job? But those laid-off workers will return to the workforce when the economy improves, and those employers should care about creating humane work environments that don’t burn out their workers. And why shouldn’t we join the rest of the Western industrialized world in providing social policies that support mothers and fathers in the workplace?
Without a federal policy that provides the foundation of support for leavetaking, I fear that we will continue to see the patterns of leave-taking I found in my study twelve years ago. And that’s just not fair.
Meanwhile, my sociologist buddy asked if I could come to her class to talk about my book. I wish it were old news…