Carla Vionette Santiago’s Post

The Number ONE Thing Women Wish They Knew Before Getting Married As a working mother of two boys, I've experienced firsthand the difference an equitable partnership can make. Recently, I asked 60k women what they wish they'd known before getting married. I received over 250 responses. The overwhelming top response? The critical importance of discussing the division of labor and mental load before tying the knot. Unfortunately, the stats on domestic labor and childcare are reflective of what happens when the division of labor and childcare is not equitable: - 9.8 million working mothers suffer from burnout, with even higher rates for women of color. - Women do about 2.6 times more household work and childcare than men. - 1 in 3 working mothers considered downshifting their careers or leaving their jobs during the pandemic. - The "motherhood penalty" costs women an average of $16,000 in annual wages. These numbers are staggering, but they don't surprise me. After the birth of our first son, my husband and I initially fell into traditional gender roles. I found myself drowning in the mental load, constantly anticipating needs, making decisions, and monitoring results for our household. After weeks of tears and arguing, we finally sat down and discussed how to move forward. We discussed the division of labor and mental load, and it brought to light the glaring inequities. These conversations continue to this day as our lives, work, and kids are always evolving. The result? I've reclaimed time for personal hobbies, I was able to start my own business, and it has allowed me to find fulfillment outside of work and motherhood. It’s important that we tell young women about these inequities that they are likely to experience after marriage and children. Explain that they need to discuss how to divide household responsibilities, childcare duties, and the invisible mental load. It's not just about fairness; it's about creating a sustainable, fulfilling life for both partners. And to the working moms carrying an unfair burden: You're not alone. It's okay to expect more participation from your partner, to demand equity, and to prioritize your well-being. Your career, your mental health, and your personal fulfillment matter. What's your experience with division of labor in your household? Let's start a conversation and support each other in creating more equitable partnerships. #workingmoms  #genderequality #worklifebalance #mentalload #equitablepartnerships

Companies need to accept more mothers into the workplace. The motherhood penalty is still one of the biggest barriers for women to enter or level their careers, as statistics highlight around 54,000 mothers every year are pushed out of work because of inflexibility, childcare costs and maternity discrimination 👉 https://lnkd.in/d2XwVZJW. I've worked in three different companies throughout my career and all three of my reporting managers are women - specifically full-time mothers while also being an extraordinary manager. I have learned and observed how skilful they are with their expertise and juggling responsibility as a mother with great family responsibility at the same time. While they are decisive and adept with work, they are compassionate and patient in leading a team -- to nurture the team understandingly with a great sense of empathy. When I become a manager one day, I aspire to be a great manager like they always inspire me. As part of the #InspiringInclusion movement this International Women's Day, I would like to encourage us to acknowledge and support more mothers entering/re-entering the workforce. #womenempowerment #diversity

Just read this campaigner’s book, about the impact becoming a mother can have on wealth, wellness and well-being and the broader impact on society. She makes recommendations for mothers, fathers, business leaders and policy makers. Key theme: The attitude of business leaders and law makers to motherhood is detrimental to mothers, fathers, children, businesses, and society as a whole. Takeaways 1. Raising children to be productive contributors is possibly the most valuable contribution the average mum/couple can make. Mums are critical to a thriving economy. There is no future without mums! 2. To succeed couples need to devote significant time and effort, prioritizing time away from other areas including work. 3. Mothers typically take the lion share of the load and make most of the sacrifices. 4. Yet women have equally aspirational career ambitions as men and a decent standard of living often requires two earning. 5. Hits to career, pay and earning potential are tangible sacrifices. Hits to self-esteem and well-being can be deep but less visible. 6. Whilst workplace laws aim to counter these hits, these are not working well enough. 7. Too many businesses discriminate against women of child-baring age (many shocking stories). 8. The gender pay gap is testimony to this: 80% of the gap is attributed to childbearing. 9. The lack of quality, affordable childcare is a massive barrier to solving many practical issues, and the lack of government direction on this element of national infrastructure is depressing. 10. Solving the self-esteem/well-being issues requires an attitudinal sea change especially with men in positions of workplace authority. The book is filled with stories of pregnant women and mums being undermined at work for taking parenting responsibilities seriously. 11. Fathers balancing the load, being role models at home and work, starting with paternity leave, can make a big difference. 12. Businesses should be more proactive in helping mothers to thrive. 13. Governments should prioritize creating an economy that works for mothers via radical improvements in workplace protections, and affordable childcare and incentives to have children. 14. The last government made poor decisions, notably the withdrawal of funding that led to the closure of many Sure Start sites. (- described by the IFS as achieving “what it set out to achieve..delivered benefits significantly greater than it cost .. the greatest benefits for those most in need.”) This is a powerful book combining analysis with evocative testimony, a compelling case made with passion and some anger. The author writes with the unambiguous clarity of a zealot. Her “casual attacking style” may irritate yet I was convinced of her arguments and began to be angry for my daughters and female colleagues. Recommended for women, fathers, business leaders and policy makers - they need to understand the criticality of both motherhood and universal, high quality, affordable child care. 8/10

During the pandemic, a staggering 13.5 million women lost their jobs, highlighting a widespread issue. Even in remote work, women are balancing caregiving and homemaking alongside their jobs. Author Reshma Saujani emphasizes ongoing efforts for change, advocating for expanded childcare options and paid leave provisions to bridge the gap. Key Takeaways: -Banning childcare duties during remote work isn't a fix. -Forward-thinking businesses can help by subsidizing childcare and offering flexibility. Let's build a fairer, more inclusive workforce together. #GenderEquality #EmpowerWomen #WorkforceDiversity

Part 12: #CampaignM Women talk and she’s talking about you. “Some clients didn't know I'd been pregnant; some asked HOW LONG I would be OFF; some asked what the arrangements were in my absence. I didn't know what to tell them. So I just KEPT WORKING, through sleepless nights, breastfeeding, colic and all the other CHALLENGES of a NEW MUM. I visited a NURSERY 4 WEEKS AFTER birth to enquire about childcare. She seemed SO SMALL in comparison to the other babies. The manager said that they didn't usually get requests to take children under 6 months old, and I felt like a BAD MOTHER” ~ Jessica. She wants to be present, she wants to be heard, she wants to be seen. She NO longer has a PLACE, nor a VOICE. Her desk replaced with someone fresher, someone fitter, someone LESS FERTILE. Though she doesn’t need to say anything, the numbers speak for themselves: The UK's gender PAY GAP stands at 15.5%, a number that WIDENS post-pregnancy (Trade Union Congress, 2023). Hourly wages of MOTHERS is 72% of the hourly wage of fathers, signifying that working mums are STALLED in their CAREER path, and less likely to go into the highest-paid roles. Despite the fact that mothers are now more educated than fathers. A woman having a child aged 25 can expect to EARN 14% LESS per hour than a man with similar characteristics at age 40 (Economic and Social Research Council, 2023). Men get pay rises and promotions- a full-time working dad is paid 21% more than childless men – while WOMEN get pay cuts and DEMOTIONS when they become a mother. Working part-time REDUCES your CHANCES of being PROMOTED by more than half (Pregnant then Screwed, 2023). Not to mention its impact on her pension. Just 13% of women are promoted within five years of having a child, compared to 26% of men. She’s actively PUSHED OUT, though for decades women have been told to ‘lean in’. Childcare costs, poor parental leave and gendered stereotypes about care all conspire to keep women stuck either at home, or in LOW-PAID roles (Family Expenditure Survey, 2021).  54% of women are having to work fewer hours due to the cost of CHILDCARE. ‘Luxury infant accommodation’ ours, the MOST EXPENSIVE in the developed world (Pregnant then Screwed). Though a key driver for talent, 31.7% of organisations DO NOT OFFER any ENHANCED maternity, paternity, or shared parental pay, citing cost and COMPANY CULTURE as reasons. 80% of women feel PRESSURE to HIDE the STRUGGLE of postnatal return, and companies lose billions annually when they leave. It’s time to level not just the boardroom but the entire corporate ladder. Women represent 51% of the workforce. INVEST in perinatal wellbeing policies because you are only ‘as good as YOUR PEOPLE’. Be the CHANGE. Break the silence. BUILD a FUTURE where she doesn't just 'own the room'—she shapes it. Stop saying, start doing. *** Milking it or not? Should companies endorse and support the dual endeavours of working mums? #workingparents #workforcedevelopment

The burden of care work falls overwhelmingly on women... Yet ...did you know fathers take less than half of their entitled parental leave? 🤯 According to 2023 State of America's Fathers report from Equimundo: Center for Masculinities and Social Justice: - Normative pressures and outdated societal expectations play a significant role in fathers' reluctance to take full leave entitlements. - Even when employers support equal leave uptake, men feel compelled to prioritize work over family. - Mothers also face similar pressures, with only one in three taking their full leave entitlement. - There's an urgent need to expand leave and create a supportive environment for all caregivers. In short: 1) the current caregiving paradigm benefits no one. - Working mothers are juggling impossible commitments - Dads are missing out on crucial bonding time with their kids 2) Let's normalize a genderless culture of care: - Support fathers in taking their entitled parental leave. - Advocate for workplace policies that prioritize family time. - Challenge outdated gender stereotypes. - Spread awareness about the importance of parental involvement. - Engage in conversations and initiatives that promote equity in caregiving. 📢 Question: How can we collectively support fathers in taking their full parental leave entitlements?

🇬🇧 🆚 🇸🇪 This week, the UK increased protection against redundancy for employees during maternity, adoption, and shared parental leave. Now, parents have the "right to first refusal of any other vacancies if their role is made redundant." These protections now extend to 18 months after the date of the child's birth or adoption in cases where a parent takes at least six weeks of shared parental leave.* *Shared Paternal Leave allows parents (two) to share up to 50 weeks of leave, with 37 weeks being paid. **SPL pay = £184.03 a week or 90% of your average weekly earnings, whichever is 𝙡𝙤𝙬𝙚𝙧. Flexibility in paternity leave has also improved... 𝘔𝘢𝘳𝘨𝘪𝘯𝘢𝘭𝘭𝘺... Eligible employees can split their 𝗧𝗪𝗢-week entitlement into two separate one-week blocks and take them within the first year after their child's birth. While there's no doubt these are steps in the right direction. It's not enough. A friend had a baby last year in Sweden, which started the chat for us. Swedish parents get an impressive 480 days of paid parental leave (including adoptions). For twins, you get an additional 180 days. Each parent is entitled to 240 days, single parents get 480 days. A minimum of 90 days MUST be taken by each parent, as part of a gender equality campaign by the Swedish government to get fathers to take more parental leave. If you share your parental leave equally between both parents, you can get an “e͟q͟u͟a͟l͟i͟t͟y͟ ͟b͟o͟n͟u͟s". You can take your parental leave up to the time your child turns 12 years of age. Plus, children have access to nursery school from age one for an accessible cost. (my friend's child has a chef and goes on outings, all for £100 a MONTH, apparently this is the norm?!) This helps facilitate a better work-life balance, and makes returning to work so much easier for new parents. While the UK's efforts are something, Sweden's comprehensive support sets a high standard for parental leave globally. 𝘠𝘦𝘴, Sweden 𝘱𝘢𝘺 𝘮𝘰𝘳𝘦 𝘵𝘢𝘹 - 𝘣𝘶𝘵 𝘯𝘰𝘵 𝘤𝘰𝘯𝘴𝘪𝘥𝘦𝘳𝘢𝘣𝘭𝘺 𝘮𝘰𝘳𝘦 𝘧𝘰𝘳 𝘵𝘩𝘪𝘴 𝘭𝘦𝘷𝘦𝘭 𝘰𝘧 𝘴𝘶𝘱𝘱𝘰𝘳𝘵!  What do you think? When will we catch up? #paternity #maternity #leave #government

As a business leader, the obstacles talented women face in remaining in the workforce are disheartening. In a constantly transforming business landscape, why do we accept this as the status quo? We can do better! Grateful to be part of RGP, an organization that honors flexibility, choice, diversity, and inclusivity in its employment model and culture. High childcare costs in the U.S. continue to be a significant barrier to women’s full participation in the workforce. Day care costs increased 6.2% from August 2023 to August 2024, according to the Consumer Price Index. Learn how this is impacting career advancement and financial stability for working mothers in Barron's. https://lnkd.in/eJpTir-R #WomenInTheWorkforce #WorkforceEquity #LaborMarket #ChildcareCosts #DiversityandInclusion #WorkplaceCulture

Imagine a stay-at-home parent. Is it a woman? Unfortunately, this stereotype isn't a coincidence. Across the globe, women continue to shoulder a disproportionate amount of housework and caregiving responsibilities, including parental leaves. Even in countries like Sweden, where parents are entitled to split their parental leave equally, the reality often doesn't reflect this equality. The majority of available days are still taken by mothers, perpetuating the gendered division of caregiving. So instead of the usual gifts and well wishes, for this year Mother's Day I would like to suggest a more meaningful present: reimagining parental leave policies. Husbands/partners, consider taking full paternity leave to share the caregiving responsibilities (I understand that sometimes it is not possible!). And to all organizations out there, extend paternity leaves, recognizing the necessary role fathers play in childcare and the benefits it brings to gender equality. Here's why it matters: - According to the Centre for Progressive Policy's analysis of OECD data, countries with over 6 weeks of paid paternity leave boast a smaller gender wage gap and a higher labour force participation rate. - Longer paternity leaves not only distribute caregiving responsibilities more evenly but also contribute to a fairer workplace where both parents can thrive in their careers. - By extending paternity leave, we attempt to combat unconscious biases in hiring practices. The fear of losing an employee for an extended period might inadvertently favour male candidates, perpetuating gender disparities in the workplace. - Once hired, unequal leave policies can further disadvantage women, leading to fewer career opportunities and widening the gender career gap. I know the topic is much more nuanced than this LinkedIn post allows me to discuss here, but can we acknowledge that extended paternity leaves can be both a solution and a necessity? Let's start discussing it as a must-have in our workplaces and homes!

🚨 28 years old, earning £60k, but can’t afford kids – is this the new reality for women? 🚨 Lottie Moore’s story strikes a chord with many women. Despite a great career and a £60k salary, she feels that starting a family is entirely out of reach. 🌱 With sky-high living costs, unaffordable childcare, and the instability of renting, even financially “successful” women are struggling to take the next step toward motherhood. Her question is clear: Why are women being priced out of parenthood? 💭 At Investing in Women, we believe it’s time to prioritise solutions for women. 💼 By promoting flexible work options, supporting remote working, and creating a proper work-life balance, companies can empower women to thrive in their careers and as mothers. 👶 But right now, that flexibility isn’t widely available. To reverse the falling birth rate and make motherhood a realistic choice, we need major changes: affordable childcare, flexible working, and real investment in mothers. 👩💻👨👩👧👦 What do you think? Is enough being done to make family life possible for women today? 💬 #MotherhoodCrisis #InvestInWomen #FlexibleWork #WorkLifeBalance #SupportFamilies #AffordableChildcare #FertilityCrisis #RemoteWork 🌍