Claire Cain Miller wrote an important article in the November 9, 2014 business section of The New York Times entitled “The leave Seldom Taken”, which focuses attention on the advantages and challenges of fathers taking paternity leave. The article states that men who go on paternity leave have more potential to form healthier bonds with their children and they are likely to be more involved in the years ahead. The article also states that paternity leave helps promote increased earnings for mothers returning to work and it can decrease the potential for depression after child birth.
The darker side of this equation is the reality that many fathers face similar road blocks to work advancement that many new mothers face. In other words, men confront negative consequences for taking paternity leave by getting passed over for promotions and raises.
This translates to a conflict of priorities for both men and women with men being disproportionately less inclined to take advantage of any provided leave time. Ms. Miller writes, “when men…become active-enough parents and begin looking like what we think of as mothers – they can be penalized”. She goes on to site a study that found men received “worse job evaluations” and another study found that men “were at greater risk of being demoted or laid off because they were perceived to have negative traits that are used to stigmatize women, like weakness and uncertainty, not masculine ones like competitiveness and ambition”.
A significant aspect of this article is the finding that when men participate more in child care early on, there is an increase in participation in the future. This is an important distinction in that setting the tone for sharing the burden of earning income and care taking fosters a more equitable environment that benefits both parents and child. The challenging aspect for many men in taking paternity leave will be dealing with some of the negative responses from the work place. It takes courage to be a trend setter and pursue what is important personally and professionally and it requires work environments and relationships that do not foster a negative culture or promote sanctions against a father who takes paternity leave.
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