Shifting the focus: Why men's paternity rights and pay might hold the key to women’s workplace equality

When we talk about closing the gender pay gap and achieving gender equality at work, the conversation often, (and quite rightly so) centres around women's rights such as maternity leave, flexible working for mothers, and better more cost-effective childcare options. Whist these initiatives are indeed crucial, it is also essential to clarify that they only address one side of the problem. If we are serious about changing the status quo and ensuring true equality, perhaps society also needs to pay appropriate attention to something that’s often overlooked: men's paternity rights and pay and how addressing this area is essential in order to further the equality agenda for women.

The Gender Pay Gap: A Structural Issue, Not Just a Female Issue

It is clear that the gender pay gap isn't solely about focusing on unequal pay for equal work; it is deeply rooted in the way society views caregiving responsibilities- particularly parenting. Women are traditionally expected/need to take significant time off when a child is born, interrupting their careers, whilst men return to work after minimal paternity leave (two weeks is somewhat the norm). Research shows that women who take long career breaks due to childbirth face what’s often called the “motherhood penalty,” where they are less likely to get promotions and pay raises. The traditional system not only affects women's career progression, but also reinforces the stereotype that caregiving is a woman's responsibility.  By shifting the focus towards a more flexible shared leave approach and ensuring men have more generous leave options (and appropriate pay to make taking the leave financially possible), we can start to break down these barriers.  Also let’s remember that everyone’s family unit is different. True inclusivity means ensuring systems and processes allow this shared approach to work for all families including same sex relationships.

Giving men the opportunity to share in caregiving duties from the outset sends a clear message- parenting is a shared responsibility. When men take on more caregiving duties, women are also less likely to be the default choice for unpaid care in the future, which can have a ripple effect on their careers. If paternity/shared leave becomes more generous and standard, and men are encouraged to take it, the stigma around caregiving and career breaks for both genders could diminish. Encouraging new fathers to take longer paternity leave could also possibly help to change those unconscious biases we may have that depict women as more likely to take time off, therefore also helping reduce gendered biases in hiring and pay decisions. When both parents are able to take time off, household responsibilities are more equally distributed, preventing one parent (normally the woman) from being disproportionately responsible for both work and home life. The mental load of parenting is often as hard as providing physical care.

The Role of Employers: Why companies must take the lead

Employers are crucial in driving meaningful change. In the UK, statutory paternity leave offers just two weeks of paid leave, often at a significantly reduced rate. Forward-thinking businesses can play a pivotal role by going above the statutory minimum, offering more extended and better-paid paternity leave options. In Scandinavian countries such as Sweden both parents are incentivised to take equal amounts of leave and there is already evidence of closing gender pay gaps.

Companies should also champion flexible working for all. Flexibility should not be seen as a gendered requirement. Promoting flexible working options for both men and women means organisations can empower all employees to manage work-life balance more effectively and work more efficiently. Changing workplace culture, however, goes beyond policy. Setting an example and senior leaders modelling values also has a massive effect. When male leaders are visible in their use of paternity leave and flexible working, it helps break down the barriers and creates an environment where caregiving responsibilities are equally respected, regardless of gender.

As a female parent of two young children, I absolutely understand the challenges faced by mothers balancing parenting with their careers. I do think however that true gender equality in the workplace won't happen by focusing solely on women alone. We need to expand the conversation to include a shared approach to flexibility and paternity leave and pay. Both my children were born via c-section and I can’t even imagine how I could have coped if my husband was only able to have two weeks of leave. A more equitable approach to parental leave and caregiving will not only benefit women but will also create a more balanced, inclusive, and fair workplace for everyone. And we all know what happens when employees are happy, focused and healthy- the organisations they work for thrive!

Read more about this topic and what activists are saying about it in this recent article from the Guardian.