Two decades ago, a brand-new baby would have toppled the responsibility scale in favor of the mother. The father’s role then, would have been largely limited to raking money into the bank and putting food on the table. Over the years, a cultural evolution has paved the way for more even-handed parenting, with both parents pulling equal weight in the parenting department. New-age penguin dads, here’s looking at you.
5 Reasons Workplace Paternity Benefits Should be Non-Negotiable
Recently, India was spotlighted by UNICEF for being one among over ninety countries without paid paternity leave. Startling, considering the staggering Indian infant population. Yet, there are glimmers of hope in sight. With the Paternity Benefit Bill proposed to be considered in the next session of Parliament, there seems to be a growing momentum towards nationally-driven, family-friendly policies in India. Plus, a host of global conglomerates like Johnson & Johnson and KPMG have introduced much-needed paternity benefits in a nod to this growing millennial movement. But why all the buzz you ask, and is it really warranted? It is.
Here’s a keyhole into why paternity leave ought to be in every company. Including yours.
1. It Promotes Work-Life Balance.
Reaching office early and leaving late can be a surefire way to relegate a father to a part-time role in his child’s life. Guest appearances aren’t fair, and as an employer, it’s your job to make sure that every father in your company gets more out of work and home. Gen Y dads like to be invested and involved in their kids’ lives – and the first three months are crucial in establishing that precious dad-baby bond. With a structured paternity policy, you can gift employees on part-time daddy duty a more solid role in their babies’ lives.
2. It Can Make Your Workplace More Coveted.
A sought-after workplace can be a winning formula for increased retention and reduced attrition. Paternity leave is closely tethered to quality retention but what it can also do is work as a magnet for awesome talent. In a recent survey of about 1,000 working dads, 90% said that a paternity policy would be a crucial point of differentiation when evaluating a new employer.
Retention goals for 2018, check.
3. It Lends True Meaning to Equality.
Of course, it’s well-accepted that a diverse workforce can reap colossal long-term results, but a new study reveals the other side of the coin. By emphasizing diversity, some members may feel excluded. Men, for instance, might feel like they’re missing out on parenthood when parental leave is geared exclusively towards women. What we can all learn from this – it isn’t enough to highlight women in the name of equality.
4. It Relieves Women of Work Guilt.
Sadly, there’s still some stigma attached to maternity leave and in many cases, women feel threatened to take so much time off work for fear that they might lose their jobs or that their careers may be compromised. Paternity leave can be just the solution to lift the guilt, fears and stigma of expectant and new mothers. What’s more, it can serve to bridge gender disparity and promote equality in an organization.
5. It Isn’t All That Expensive to Implement.
Already lamenting over all the extra moolah you’ll be splashing on newly minted fathers? Although paying employees on leave may seem like an expensive proposition, that’s really not the case. In fact, you’ll find that paid leave makes no significant difference to your operations. According to a survey, 90% of employers reported no negative financial impact to their companies. Many found that the leave provided new fathers with renewed impetus, in turn, increasing productivity, performance and profitability.
By honing both men and women for profession and parenthood, you can create a meaningful fabric of equality. And equality done right, is a formula for better teamwork, greater motivation and higher margins.
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