Shortly before his second stint of extended parental leave, City lawyer Adam found himself in an embarrassing situation with clients when a senior partner questioned why he was taking time off instead of his wife. Even after he returned, he continued to face sexist comments from colleagues who believed that his job was to be at work while his wife took care of the children. Although Adam’s law firm offered six months of shared parental leave at full pay, he felt that the firm didn’t truly expect men to take advantage of this benefit. While many Wall Street and City firms are implementing extended paid leave for new fathers to address the gender pay gap and promote gender equality, there are still challenges when it comes to cultural and practical acceptance of these policies. Some fathers face biases similar to those experienced by their female partners.
Firms like Barclays and Goldman Sachs are offering extended parental leave to all new parents, with generous durations like 16 to 20 weeks. However, in the US where there are no mandatory paid parental leave policies, only 13% of private sector workers have access to paid paternity leave. In the UK, a shared parental leave policy was established in 2015, giving parents the right to share up to 50 weeks of leave. However, only about 2% of fathers utilize this policy because they cannot afford to take a reduction in income to statutory pay levels.
While some companies are stepping up their parental leave policies, there is still resistance and mistreatment towards fathers who choose to take an active caregiving role. Fathers often face mockery and skepticism for taking time off work and are viewed as being less committed. Some HR managers and team leaders also fail to offer the same support to fathers, neglecting to have return-to-work conversations with them. Despite these challenges, there is evidence of positive shifts in attitudes towards extended paternity leave. A study by Boston College found that a majority of men at companies offering paid parental leave took their full entitlement, and more fathers are opting to take longer periods of leave.
Having extended leave has allowed fathers like Adam to develop a strong bond with their children and become equal partners in parenting. However, there is still a cost as the absence from work is perceived as a lack of commitment, causing potential setbacks in career progression. Adam believes that if he had not taken extended leave, he would have been promoted to partner by now. He has faced resistance and negative comments not only from older colleagues but also from younger partners, including senior females who believe that fathers should also have to go through the same challenges they faced.
Jasmine Kelland, a lecturer in human resource management, highlights the mistreatment fathers face for taking on caregiving responsibilities and emphasizes that many things said to working dads would never be said to working moms. Some HR managers and team leaders also fail to provide the same level of support to dads. However, experts and fathers remain hopeful, with many observing positive shifts in attitudes. More men are taking their full paternity leave entitlement, and there is a growing understanding in workplaces that parenting responsibilities should be shared more equally.
A supportive line manager is crucial in fostering a positive experience for fathers taking extended leave. Having a boss who understands the challenges of parenting and offers support can make a significant difference. Resistance to men taking leave may stem from concerns about covering the workload, but providing organized coverage can be a positive experience for junior staff members to step up. Some companies even offer external placements or have a pool of candidates available for short stints to ensure smooth transitions during leave.
Despite the progress, there are still obstacles preventing fathers from taking extended leave. The tough environment in the banking sector, with job losses and the expectation of long working hours, makes it challenging for employees to feel comfortable taking extended leave. However, there is evidence that attitudes are changing, and clients are often supportive when employees choose to prioritize their families.
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