Fathers Should Get More Paternity

Fathers Should Get More Paternity Leave From Work:

The issue of paternity leave has become of one of the major topics that have generated huge debates and arguments in the recent past. After recognizing the significant role fathers play in the upbringing of their children, especially newborns, many firms are catching on to paternity leave. Actually, according to a survey by the Society for Human Resource Management, 15% of American companies provide some paid leave for new fathers (Weber par, 1). Furthermore, only 13% of employers provide paid paternity leave to new fathers based on reports by Center for Work and Family at Boston College. While this represents some significant progress regarding the issue, men are still reluctant on taking time off due to various reasons. Some of these factors include fear of losing status at work, protracted stereotypes on the father's role in a family. Despite of this reluctance, fathers should get more paternity leave from work and recognize that the leave is not just about them.

Father's Reluctance to Take Paternity Leave:

As previously mentioned, employers have made important strides on the issue of paternity leave. For instance, Yahoo recently announced that new dads can take 8-week fully paid paternity leave while Bank of America provides 12 weeks of paid leave and Ernst & Young increased its paternity leave from 2 weeks to 6 weeks (Weber par, 1). While leave has traditionally been the norm for new mothers, men have only become part of the debate because of the shift in traditional housewife and breadwinner roles. The significance of paternity leave has forced certain countries to adopt strict policies to ensure that father take some time off. For examples, countries like Sweden and Portugal have made paternity leave compulsory for fathers. However, paternity leave in some countries like the United States still remains stubbornly short, especially if it is taken at all.

According to the findings of several studies, most fathers won't take paternity leave even when offered. For instance, a 2012 survey of tenured track college professors discovered that only 12% of fathers took time off to celebrate the birth of their children (Hall par, 4). When these fathers took paternity leave, most of them were still involved in projects at work or in the office. In addition, nearly 85% of new fathers take paternity leave following the birth of a child, but majority of them take a maximum of 2 weeks.

The seeming reluctance by most men to take time off after the birth of a child is attributed to several factors including the stigma associated with fathers who consider parenting as equal to their jobs (Peacock par, 2). Notably, many employers still assume that work still comes first for men whereas women are mandated with the task of doing all child care. These men face unspoken pressure on the job since they are likely to experience resentment from co-workers if they openly identify with their parental role.

Misfortunes Associated with the Reluctance:

Even though men continue to be reluctant to take paternity leave when offered, there are some misfortunes associated with not being able to take time off after the birth of a child. The first misfortune is that inability to take paternity leave does not provide fathers the time they need to bond with their family (Wieczner par, 6). According to findings by a Washington-based organization, National Partnership for Women and Families, lack of paternity leave does not allow parents to bond as required.

Secondly, the inability and/or reluctance to take paternity leave contributes to lack of shared leave and pay that provide parents with more choice and flexibility in their division of care of their child in the early stages of life. Without shared parental leave, it becomes increasingly difficult for fathers to play their role in providing care to their newborns. Third, the reluctance to take paternity leave hinders the ability of both parents to maintain a strong link with the labor market. In this case, women are particularly disadvantaged since the current policies do not offer paid leave beyond disability or sick leave. The other misfortune of not being able to take paternity leave is that the State is forced to interfere with work policies and agreements between employers and their employees. The lack of paternity leave does not promote greater flexibility for employers and employees to agree on the most suitable way to balance work and domestic needs without interference from the government.

Why Fathers Should Get More Paternity Leave:

Despite of the stigma associated with men's involvement in child care and domestic issues, fathers should get more paternity leave because of the benefits of taking some time off after the birth of a child. Currently, there is a growing body of research that demonstrates that longer paternity leave contribute to certain long-term benefits. Some of the major benefits and reasons for more paternity leave to fathers include & #8230;

Increased Involvement in Child Care:

Based on the findings of a 2007 study by Columbia University researchers, fathers who get more paternity leave are more involved in child care months after resuming work (Weber par, 13). Furthermore, an evaluation of leave-policy reforms in Quebec has indicated that more generous and equitable parental-leave policies contributes to a high possibility that mothers will return to their employers by the end of maternity leave. The need for more paternity leave is also attributed to the fact that men need to discover the wonderful experiences of spending time with their new baby (Chen par, 1).

Increased Gender Equality:

The other reason for the need of more paternity leave to fathers is that is promotes gender equality, especially in the child's upbringing. This implies that more time off by fathers after the birth of a child promotes equal responsibility at home in relation to providing child care and support. Notably, more paternity leave provides both genders with similar rights and responsibilities in child care in order to achieve gender equality in the workplace and at home.

Promoting a Healthier Family Unit:

The birth of a new child is generally a family experience rather than a mother's experience, which implies that it requires the involvement of each family member. Therefore, fathers should get more paternity leave from work to engage in the new family experience and support their wives who may have undergone difficult experiences during labor and delivery. More paternity leave from work contributes significantly to the development of a healthier family unit. This helps in ensuring that paternity leave is not just about the fathers but about promoting a healthier family unit and experience in providing child care and support.