This post originally appeared on Strong Men Speak. Republished with permission.
In the Boston College Center for Work & Family study The New Dad: Caring Committed and Conflicted we asked fathers how much time they had taken away from work after the birth of their most recent child. More that three-quarters of fathers in the study took off one week or less and only 1 in 100 took more than 4 weeks off. Our research also found a direct relationship between the amount of time fathers spend with their children and their confidence as parents: the more time fathers spent, the more confident they were. Despite this beneficial impact, even in organizations that offer paid paternity leave (as many of the progressive organizations we work with do), men were not likely to take full advantage of this benefit.
Why is this the case? Is it the fear of backlash- increased risk of layoff or not being viewed as a committed employee? Could it be related to the fact that fatherhood is still not respected for the significant hands-on role that it has become? Or that not enough other men in the organization have been willing to take leave before them and speak up about the beneficial impact it had on their families and their lives?
In sports, baseball has recently implemented a 72-hour paternity leave policy, yet there was still uproar and much public commentary when Colby Lewis of the Texas Rangers took a game off to be present at the birth of his daughter. His commitment to his work, level of focus and loyalty to his team came into question, as the result of simply stepping out of the rotation to be with his family for this one occasion. For more on this read Sloan Work & Family Researchers Network Blog Is There Paternity Leave in Baseball?
In the United Kingdom, a recent article cited just one in ten fathers to take full paternity leave primarily due to the decrease in pay they would experience by taking the full six months they are allowed. A related article predicted that the “stigma” of taking paternity leave would prevent many men from accessing extended leave. The article quoted Rob Williams, chief executive of the Fatherhood Institute as saying:
“He risks looking less reliable than his colleagues. The reason men don’t take time off now is partly regulation and partly financial. It is much easier for a woman to ask for flexible working than a man. You can change the structure of leave but you can still have that cultural block.”
At the Center for Work & Family, we see evidence that a cultural shift is beginning to occur. More fathers want to be involved in the care of their children and more are willing to step up and speak up about their desire to be present for this most important family time. We hope that organizations and our culture will begin to follow suit by recognizing and celebrating the significant role that fathers desire to play in their children’s lives.
How can we decrease the stigma and career penalties for men taking advantage of parental leave? How does this reflect upon those fathers who become the primary caregivers in their households?
Jennifer Sabatini Fraone is Assistant Director of the Boston College Center for Work & Family, a global leader in helping organizations create effective workplaces. Jennifer directs the New England Work & Family Association and is responsible for BCCWF marketing, communications, publications and social media. A frequent contributor to Fox 25 Boston’s Work-Life Wednesday segment, Jennifer can be found on Twitter @BCCWF.
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