Lucy Neville’s Post

🚨 Why Are We Still Framing Parenting as a Women’s Issue? 🚨 The recent remarks by Kemi Badenoch about maternity pay have stirred up a storm - and rightly so. Badenoch claims her remarks were taken out of context, but in the original comments, she suggested that increasing statutory maternity pay is unnecessary and harms businesses. 😳 Yet, what was equally alarming was Robert Jenrick's comment that insinuated women need raising their children. Hold on a second. This isn’t 1950! Parenting is not just a women’s issue. Framing it this way continues to sideline fathers and reinforce outdated stereotypes. The debate was disappointing on so many levels but the real question we need to be asking is: why aren't we talking about paternity pay? Countries like Sweden, Norway, and Iceland have embraced equal parental leave - and the results speak for themselves. 💙 In Sweden, both parents are entitled to 240 days of paid leave each, and this policy has led to 91% of fathers taking some parental leave. 💙 In Iceland, parents get 12 months of shared parental leave, with each parent receiving six months reserved specifically for them. The result? 88% of Icelandic fathers take paternity leave This equality in caregiving has measurable benefits: 💛 Higher Workforce Participation: In Sweden, women’s participation in the workforce stands at over 80%, one of the highest in the world, largely thanks to equitable leave policies that let both parents balance work and family life. 💛 Boosted Economic Growth: When both parents are empowered to share responsibilities, it leads to more equal opportunities for women, allowing them to advance in their careers. OECD research shows that equal parental leave policies could lead to an increase of up to 12% in GDP in countries that currently lag in gender equality. 💛 Improved Child Development: Studies show that children whose fathers take paternity leave have higher cognitive test scores and stronger relationships with their fathers. Equality in early caregiving helps children thrive, which leads to a more stable and productive society in the long run. It’s time we rethink our approach in the UK. If we want to create a society where both parents are supported, we need better paternity pay and policies that value fathers as equal partners in raising children. It's about supporting families - not just women. But we’re seeing positive steps! 🙌 Kudos to Deloitte for recently upping their game, increasing paternity leave and pay for their employees. This is the kind of forward-thinking we need, where parenting is a shared responsibility, and organisations actively contribute to that vision. Let's hope more companies - and policymakers Keir Starmer - take note and follow Deloitte's lead. 👏 It's tried and tested, it's not that radical! #ParentingEquality #PaternityPay #MaternityPay #GenderEquality #TheVillage #ProgressiveParenting #WorkLifeBalance #Deloitte #BreakingBarriers #EqualParentalLeave #ParentingOutLoud

Did you know that when a woman's partner takes parental leave, the woman is much more likely to return to work after maternity leave- the reason being that the load at home is more likely to be equally shared, with ongoing positive impacts for parents and baby? So I am hugely proud to work for Deloitte as we take such a big step towards gender equity by offering 26 weeks of paid parental leave to parents of all genders as part of our refreshed family policies. I know I would have loved to have benefited from this when my children were born- and I hope all my colleagues and their families who benefit from the new policy will feel the positive impact of this fantastic change. Hopefully more companies will follow too; let's normalise more parents taking paid parental leave! https://lnkd.in/e8y2m9UQ #Purpose #ImpactThatMatters #ParentalLeave #Paternity #Maternity #Equity #DEI #Inclusion #SocialImpact #GenderEquity

Your Organisation Has a Paternity Leave Policy...AND?? 𝙎𝙤𝙧𝙧𝙮, 𝙗𝙪𝙩 𝙄 𝙘𝙖𝙡𝙡 𝘽𝙐𝙇𝙇𝙎𝙃*𝙏. 𝙄𝙣 𝙩𝙝𝙚 𝙘𝙝𝙖𝙧𝙖𝙙𝙚 𝙤𝙛 𝙥𝙧𝙤𝙜𝙧𝙚𝙨𝙨𝙞𝙫𝙚 𝙥𝙖𝙧𝙚𝙣𝙩𝙞𝙣𝙜 𝙥𝙤𝙡𝙞𝙘𝙞𝙚𝙨, 𝙤𝙛𝙛𝙚𝙧𝙞𝙣𝙜 𝙥𝙖𝙩𝙚𝙧𝙣𝙞𝙩𝙮 𝙡𝙚𝙖𝙫𝙚 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙨𝙪𝙥𝙥𝙤𝙧𝙩𝙞𝙣𝙜 𝙛𝙖𝙩𝙝𝙚𝙧𝙨 𝙗𝙚𝙮𝙤𝙣𝙙 𝙞𝙨 𝙣𝙤𝙩𝙝𝙞𝙣𝙜 𝙢𝙤𝙧𝙚 𝙩𝙝𝙖𝙣 𝙥𝙪𝙩𝙩𝙞𝙣𝙜 "𝙇𝙄𝙋𝙎𝙏𝙄𝘾𝙆 𝙊𝙉 𝘼 𝙋𝙄𝙂"🐽 🐶 Puppies and kittens aren't just for Christmas, they have lifelong ongoing, ever-evolving, and often unforeseen responsibilities, likewise, dads aren't just for the novelty of paternity leave; they're pivotal in the lifelong journey of raising children. I'm becoming increasingly frustrated at a glaring hypocrisy: So many organisations flaunting their 'equality' efforts while being wilfully blind to the reality of fathers as both equally capable and equally responsible for raising the next generation. This tokenism—celebrating paternity leave without genuine support thereafter—reeks of superficial progressivism. It’s an insult that permits outdated gender stereotypes and expectations that belong in the rubbish bin of history to continue. When fathers step up for more than just the initial leave, they're often met, not only with a lack of support, but also with tangible resistance, undermining any real possibility of shared parenting. This failure not only burdens mothers with an unequal share of parenting and domestic responsibilities, which negatively impacts their careers and aspirations, but also robs fathers of some of the most rewarding aspects of being an involved, engaged and present parent and their rightful place in the nurturing and upbringing of their children. It perpetuates stereotypes, hinders the structural and systematic changes needed to advance workplace equality, sets the example and expectations for our kids going forward, and stifles the emotional bond between fathers and their children. Let's cut through the bullsh**t tokenism and demand real change. Workplaces must evolve to genuinely support fatherhood beyond the token leave—embracing the messiness, joys, and challenges of parenting equally. Society needs to discard outdated views, celebrating and supporting all parents equally. It’s time for actions that match the lofty ideals of equality and shared parenting. Let's demand substance, not just symbols. #parenting #gender #humanresources #mentalhealth

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!

Not taking paternal leave looked down upon! https://lnkd.in/gG58tMnD Indian #mothers will certainly envy their Swedish counterparts. Both parents in #Sweden (including LGBTQ+, adoptive and single parents) are legally entitled to a total of 480 days off work, one of the most generous state-funded packages on the planet. For the first 390 days, most parents can claim benefits equivalent to 80% of their salaries, up to a monthly salary cap of SEK47,750 ($4,650, £3,590). After that, there is a daily statutory compensation of SEK180 ($16, £14). Wow! This #paternityleave is there from 1974! Over the years workplace culture has shifted. "There is now a little bit of stigma on men who don't take leave," she says. "It's so kind of ingrained now that being a good father, a modern father, is to take at least some leave." Swedish fathers take the maximum parental leave among European countries. In India paternal leave is not very prevalent. Male employees are eligible for 15 days of paternity leave under the Central Civil Services (Leave) Rules, 1972. This leave can be taken before or within six months of the birth of a child, or during the process of adopting or fostering a child. One day, hopefully, it will change It should!

👶 Paternity Leave in the UK: A Growing Conversation 🤱 With the conversation on gender equality in the workplace gaining momentum, there has been renewed attention to the importance of better paternity leave policies. Recently, statues dressed with baby slings and life-sized baby dolls have appeared in public spaces as part of a movement calling for change. These powerful images symbolize the need for shared childcare responsibilities and further reforms. In our blog, we explore the current state of paternity leave in the UK, who is eligible, and what changes might be on the horizon. Check it out to stay informed about this important topic! Want to know more? Contact us at info@internago.com #PaternityLeave #Internago #UK #InternationalPayroll #PayrollPortal #UKLaw #HR #PaternityLeaveUK #PayrollOutsourcing Read the blog here 👉 https://lnkd.in/esWMWrzx

EQUALITY AT WORK: CALL FOR EVIDENCE ON STATUTORY PATERNITY & SHARED PARENTAL LEAVE (14 Dec) ▪️2024 has been a big year for employment law with a spotlight maintained on GENDER issues including equality in the workplace. ▪️Northern Ireland is currently working on delivering an effective Early Learning & CHILDCARE STRATEGY which is one of the key drivers of equality. ▪️In NI some REFORMS to PARENTAL LEAVE have been proposed in GOOD JOBS Consultation; these are TWEAKING of the existing regime which in truth is not working. ▪️Then on 6 Dec, the GB Women & Equalities Commission launched a CALL FOR EVIDENCE to help INFORM their work ahead of the GB Government’s proposed REVIEW of the PARENTAL LEAVE system. ▪️The GB Employment Rights Bill contains some measures to enhance family-friendly rights at work. ▪️However, in GB the government recognises  that 'CURRENT PARENTAL LEAVE system does NOT SUPPORT working parents' and has committed to conducting a FULL REVIEW. ▪️This Call for Evidence is the first stage of this REVIEW ▪️Committee states:  'Unequal division of childcaring responsibilities is a key driver of wider gender inequality and the gender pay gap. The call for evidence, aims to identify the most effective ways of incentivising more equal sharing of childcare and wider domestic responsibilities between mothers and their partners and to positively influence the Government’s review.' “The Committee would like to hear experiences and views to help inform its work including inequalities in take up of shared parental leave by ethnicity, income, qualification level and occupational status, could be addressed.” ▪️WRITTEN SUBMISSIONS are sought on: 1. What have been the longer-term equality impacts of the scheme, for example on equal sharing of responsibilities for children as they grow up, and wider domestic responsibilities? 2. What have been the labour market impacts of the scheme, particularly for women? 3. Why has take up of statutory shared parental leave been low and what could be done to increase take up? 4. How can inequalities in take up of shared parental leave, including by ethnicity, income, qualification level and occupational status, be addressed? 5. Are there potentially more effective alternatives to the current "maternal transfer" model of shared parental leave? 6. Which countries have most effectively incentivised equal parenting and wider gender equality through their approaches to parental leave? What would be the costs and benefits of replicating ▪️Submissions are invited by Friday 31 January 2025 Link to Call in comments

🌟 Embracing Change: Towards More Inclusive Paternity Leave Policies 🌟 Reflecting on my own journey into fatherhood, I can't help but marvel at the strides we've made in reshaping societal norms. When I was born in 1960, the idea of fathers being present at childbirth was unheard of – a notion relegated to the realm of taboo. Fast forward to the 1990s, and I found myself among the pioneers granted entry into the delivery room, experiencing the profound and deeply bonding moment of welcoming my child into the world. Yet, even as we celebrate these milestones, it's evident that our progress has been incremental. While I cherished those precious days with my newborn, they were snatched from my annual leave allowance rather than being supported by comprehensive paternity leave policies. In my conversations with men today, I find a common thread – a desire to break free from the shackles of outdated stereotypes and embrace a more inclusive vision of fatherhood. Many aspire to be the supportive partners and active fathers that previous generations could only dream of being. Indeed, the positive changes we've witnessed are cause for celebration, but they're just the beginning. We need to push further, to advocate for paternity leave policies that reflect the evolving dynamics of modern families. When men are liberated from antiquated gender roles, we all stand to benefit – fostering stronger familial bonds, promoting gender equality, and nurturing a more supportive and equitable workplace culture. As we continue our journey towards progress, let's seize the opportunity to champion policies that empower fathers to play an active role in their children's lives from the very start. Together, we can create a future where every parent is afforded the opportunity to thrive both personally and professionally. Thank you Personnel Today, Ashleigh Webber the amazing Joeli Brearley and of course Men for Inclusion for this article and all that you do to drive this forward. https://lnkd.in/eTxS7CzZ #PaternityLeave #Inclusion #GenderEquality #FamilyFirst 🌱💼👨👩👧👦

Why are we still treating fatherhood as a "side gig"? It's baffling that in 2024, we’re still debating the necessity of paternity leave. Fatherhood isn’t a luxury—it’s a fundamental part of parenting, yet societal norms and archaic workplace cultures treat it like an afterthought. The fear of a "fatherhood penalty"? That’s the same bias women have faced for decades, and it's time we acknowledge that men, too, are caught in this cycle of career punishment for prioritizing family. Let’s be honest—by not encouraging men to take paternity leave, we’re perpetuating patriarchy. We reinforce the idea that caregiving is "women's work," leaving men to shoulder the pressure of being sole providers and women to bear the brunt of childcare. It’s a lose-lose situation that keeps outdated gender roles firmly in place. We need men to step into their roles as equal partners in parenting, without fear of judgment. Organizations must do their part, by creating supportive, flexible environments and celebrating fathers who take leave. If we truly want gender equality, we have to start breaking down the norms that limit both men and women. #GenderEquality #FatherhoodMatters #PaternityLeave #SharedParenting #WorkplaceEquality #BreakTheBias #InclusiveWorkplaces #CaregivingIsForAll #ParentalLeave #EqualOpportunities Sonica Aron (She/Her/Hers) Krati Vyas Ishu Chaudhary Bhaskar Batri Nandini Aggarwal

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?