As there has been recent media attention around several companies (primarily in the technology sector) adding or enhancing their parental leave policies, it was interesting to see an article about Hilton Hotels now offering new parental leave benefits starting next year.
Women found reasons -- she is divisive, strident, and loud -- to not support Bella Abzug when she ran for the Senate. Those are some of the same perceived flaws some women are using to convince themselves not to support the most brilliant and prepared person to run for President in decades.
This is the reality of millions of working mothers across the United States. Unpaid parental leave doesn't just affect our wallets, it can affect the way we care for our babies.
It's no secret that we as a country still have a long way to go when it comes to paid maternity leave. Right now the United States is the only advanced economy that does not have a paid maternity leave requirement. And it's not just paid maternity leave where we fall short.
A spokesperson for Yahoo CEO Marissa Mayer announced today that Mayer is overwhelmed by the outpouring of heartfelt insults in response to her announcement that she is pregnant and plans to take a limited maternity leave. S
Many people, no matter how hard they work, do not get the same opportunities as others. They don't get the best of choices. Others get no choice at all. Despite what many of us think or believe, having a choice is a great luxury.
Here's the question that must be asked: Why are we questioning Marissa Mayer's personal decision about how to balance her work and family lives when too few people have this option at all? The last time a male CEO was asked questions about how he would balance having a new baby and with work was never.
There is no one right way. We can only make the choices that are right for ourselves and our families. The key, however, is that women (and men) feel free to make those choices, without being sidelined or made to feel less than--either personally or professionally.
Her personal decision doesn't mean that millions of other women will be forced to follow in her footsteps. Instead, let's hope that her example pushes other companies to work out more and various solutions for expectant moms and dads.
The 12 weeks provided by the Family and Medical Leave Act is clearly too short. A 2005 study found that American babies whose mothers were back at work within 12 weeks were less likely to get doctors' visits and immunizations on time, and less likely to be breastfed
The benefits of parental leave extend beyond newborn health: When fathers take leave, they participate more in early child rearing, and that level of engagement continues after the leave ends. The evidence also shows that mothers who take leave are more likely to get raises in the year following their leave -- 54 percent more likely.
It was astonishing to realize that just one generation ago almost none of today's modern -- albeit often mediocre -- maternity policies even existed.
The ways in which businesses benefit from offering paternity leave are so clear and proven that corporate leadership has to dig its collective head way, way down in the sand to miss it.
If managing a healthy work life balance were as easy as scheduling dinner with your daughter or turning off your phone to take a break from work, it seems every parent would be doing it and giddily reaping the benefits. After all, who doesn't want a clear division of work life and home life?
Employers treat replaceable workers as costs to be cut, not as assets to be developed. Replaceable workers almost never get paid family leave, they get a few paid sick days, and barely any vacation time.
The challenge for Netflix is how to encourage dads to take full advantage of this policy. Dads are not moms. They require efforts that speak specifically to them--that meet their needs and wants as dads broadly and within the context of work-family balance.