I'm posting this in honor of International Women's Day Mar. 8.
Jul. 8, 2017 "Extending mat leave won't help women returning": Today I found this article by Eileen Dooley in the Globe and Mail:
Jul. 8, 2017 "Extending mat leave won't help women returning": Today I found this article by Eileen Dooley in the Globe and Mail:
To make a positive impact, we need to change our thinking that parental leave is a problem in the first place
EILEEN DOOLEY
Vice-president of VF Career Management, Calgary office
Canada will, over the next few years, seek to adopt an 18 month parental leave, an increase of six months. It will come with many potential benefits, such as a longer bonding time for the child and parent (usually the mother), and allowing more time for parents to look for child care. It might even entice more parents to split the time off between them. But there is no extra money – the same amount is just stretched out longer.
On the surface, the extended leave is supposed to help all parents who will be eligible to receive these benefits. One key group it misses, however, are those parents – mainly women – who want to go back to work sooner rather than later. The 18 month option does not help women at all when it comes to returning to work. Rather, it makes current problems worse for them.
A key example is job protection. Sure, you can not take away a woman’s job because she is pregnant or on maternity leave. But it can legally be taken away for no reason, so long as a severance amount is awarded.
Time and time again, women who have been away for a year (not to mention daring to be away for 18 months), come back to hear that they no longer have a future at the company, or there have been organizational changes and their role is no longer needed.
Some of these reasons are legitimate, but in too many cases, it is simply because she checked out for a year (with the possibility of more time off coming if another kid is in the works).
Time and time again, women who have been away for a year (not to mention daring to be away for 18 months), come back to hear that they no longer have a future at the company, or there have been organizational changes and their role is no longer needed.
Some of these reasons are legitimate, but in too many cases, it is simply because she checked out for a year (with the possibility of more time off coming if another kid is in the works).
To compound the problem, when she is laid off upon her return to work, there is no employment insurance because she has used it up during her maternity leave.
If she comes back to a job, she many times is faced with the perception that she is not as committed as before, or would prefer lighter roles and projects, or that she will be taking off as soon as a call comes in that the baby is under the weather.
She is marginalized, with stereotypical opinions formed well before she comes back after 12 months. In 2013, the Organization for Economic Cooperation and Development published a report on Nordic countries (Denmark, Finland, Norway and Sweden) that offer extended leave to parents. The report concluded that studies suggested women who take longer leaves tend to get lower wages upon their return.
She is marginalized, with stereotypical opinions formed well before she comes back after 12 months. In 2013, the Organization for Economic Cooperation and Development published a report on Nordic countries (Denmark, Finland, Norway and Sweden) that offer extended leave to parents. The report concluded that studies suggested women who take longer leaves tend to get lower wages upon their return.
These are two of many issues women face when they return to work, often eager and excited to be back. Many women value their careers. They put in blood, sweat and tears to get to where they are. They make a significant contribution to the work force, and yet when it comes to helping families and women on maternity leave, the only commitment the government is making to them is to help them stay home longer.
The time has come to help women successfully return to the workplace and here are a few ideas:
First and foremost, change the thinking that parental leave is a problem. This should apply first in terms of finding an interim replacement for a woman while she is away, and second when she returns to work in terms of reintegrating her into a potentially changed company.
Employers should view parenthood is a positive life experience that can deepen an employee’s commitment to a company that treats them fairly and with empathy (including men who equally want to share the early parenting experience). Some companies have HR departments that embrace this thinking, but too many need to change their internal culture on this point.
For starters, simply saying to the employee, “Congratulations! Let’s talk and work out the details,” can do a world of good in bridging goodwill and co-operation before she leaves and sets a positive foundation once she returns.
Employers should view parenthood is a positive life experience that can deepen an employee’s commitment to a company that treats them fairly and with empathy (including men who equally want to share the early parenting experience). Some companies have HR departments that embrace this thinking, but too many need to change their internal culture on this point.
For starters, simply saying to the employee, “Congratulations! Let’s talk and work out the details,” can do a world of good in bridging goodwill and co-operation before she leaves and sets a positive foundation once she returns.
In addition, some government assistance needs to be in place, especially for small businesses that can suffer financial losses when a parental leave takes place. This is especially true for people who work in sales with commission roles, as these roles are nearly impossible to fill and get the full financial benefit during the leave period because it can often take a year just to begin to nurture a client base.
Second, greater safeguards need to be in place to protect women from losing their jobs once they return to work. It is discriminatory to lay off a woman because she took parental leave, so employers will give a different, vague reason for the layoff, never disclosing the real cause. This needs to stop.
But, if indeed her role has been eliminated (legitimate changes do happen), a woman returning to work should be eligible for separate employment-insurance benefits. The government needs to stop lumping all the benefits into a single draw per 600 insurable hours.
Parental leave is different than compassionate-care leave, which is entirely different than job loss. Many people do not work for companies that can afford to offer generous severance packages, so employment insurance benefits are critical.
Parental leave is different than compassionate-care leave, which is entirely different than job loss. Many people do not work for companies that can afford to offer generous severance packages, so employment insurance benefits are critical.
Third, helping women successfully return to work could mean putting measures in place, such as education and awareness on the part of the employer, so they are not marginalized and set back in their career after they take time off to care for an infant. Or, making daycare options more accessible in terms of cost and availability.
Especially with issues of work-force aging and the desperate need for innovative talent in so many segments, it is in the interests both of government and industry to jointly ensure women have a viable pathway to resume the careers that often are of significant personal importance to them, and to which they offer great potential contributions.
Especially with issues of work-force aging and the desperate need for innovative talent in so many segments, it is in the interests both of government and industry to jointly ensure women have a viable pathway to resume the careers that often are of significant personal importance to them, and to which they offer great potential contributions.
I took a 12-month leave and a six-month leave when I had my kids. I returned to work because I care deeply about my career, and I’m similar to a significant percentage of women who don’t want to see a binary choice between parenthood and their professional careers. More importantly, however, I am a better friend, partner, daughter, sister, colleague, mother and wife because I work.
Sept. 18, 2017 "Will my pregnancy impede my career ambitions?": Today I found this article in the Globe and Mail:
THE QUESTION
I have always wanted a family and just recently found out I am pregnant. My husband is excited and his family is supportive. However, this happened while interviewing for a full-time position as an office administrator. My wish is to take the position and return to it when my parental leave is done. Am I obliged to inform the company of my pregnancy? Will companies hire a pregnant woman?
THE FIRST ANSWER
Kyle Couch
President & CEO, Spectrum Organizational Development Inc., Toronto
Double congratulations are certainly in order, firstly on your pregnancy, and secondly on your ability to potentially secure a new full-time position. With that said, pregnancy is protected under the Canadian Human Rights Act and this covers any discriminatory actions by your potential employer. In the event that you can prove that you were not hired for the position based on your pregnancy, you may be able to file a claim with the Canadian Human Rights Commission.
Organizations who demonstrate progressive human resources practices are far more encouraging of employees to have a healthy work-life balance.
Great talent is hard to find and therefore these organizations make several accommodations for employees including working from home, or providing "babies at work" policies to ensure new parents can be great workers and great parents at the same time. Given that the role is not based on a specific project, or emerging area of the business, your parental leave can likely be easily accommodated and covered by a contracted employee.
While you are not obligated to tell your employer that you are pregnant, you should tell them soon after you come on board. That way you can establish yourself in the role, and hand it off effectively to your temporary replacement. Then, upon your return, you can use your new parental skills of patience, scheduling, compassion and determination to your advantage at work.
THE SECOND ANSWER
Zuleika Sgro
VP Retail, Saje Natural Wellness, Vancouver
First off, congratulations to you and your family. This is an exciting time on many fronts for you.
First off, congratulations to you and your family. This is an exciting time on many fronts for you.
I always recommend transparency with your employer, especially for your well-being and health.
A top employer will be thankful for the transparency.
If formally offered the role, you can share your plan of transition to make it effective and support them with a replacement while you are off and that you have intentions to return.
Your pregnancy is also important to share in the event there are any health and safety concerns your employer may foresee in the role, or that your doctor may want you to be mindful of (such as heavy lifting).
Sharing the news will help you on-board into the role in a transparent way and also partner with your employer as of Day 1.
Over all, your pregnancy should not be a factor for you being hired into the role. If you are the right fit based on your skills, this is what the decision should be based on.
Merrillicious
1 day ago
I found out about my pregnancy a week after I started a new job. I hid it for 6 months, because you can say what you want about protections, but I've seen enough of what happens to pregnant women in the workplace to want to prove my value before they found out.
1 Reactions
KTO
22 hours ago
What companies say and what they do are generally two different things. My guess is that should they chose not to give the position to you due to pregnancy, they will find another reason to justify their decision.
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paulsummervile
2 days ago
Wait until you are offered and accept the position. Once you accept you can inform your employer and work out a plan that is fair to your child, you, and your employer.
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