Discussing Parental Leave: A Conversation with Emma Walsh from Parents At Work Organization
Hey there! Today, we're chatting with Emma Walsh, the CEO of Parents At Work. Emma's on a mission to help working families find that allusive work-life balance, and she's got some pretty awesome insights to share.
Recently, the 2024 National Working Families Survey dropped, giving us a better look at the challenges and opportunities facing parents today. And you guessed it—Emma's got the tea on how the financial squeeze is impacting families' decisions about parental leave.
Turns out, Aussie families have been struggling for a while to juggle work and family commitments. The survey shows that 41% of parents would love to take more leave and 38% would love greater access to childcare but can't, thanks to good ol' financial pressure. Yikes!
But it's not all bad news. Emma's seen some amazing solutions and policies being adopted by forward-thinking employers. From flexible work arrangements to creative parental leave policies, these innovative ideas are sure to provide some practical tips and inspiration, no matter if you're a working parent, employer or just super curious. So let's dive in!
Emma, wrangling with the cost-of-living crisis is making families reassess their decisions regarding parental leave. Can you expand on that?
Well, hey! Since 2019, we've been tracking the struggle Australian families face in balancing work and care commitments. And it looks like the cost-of-living crisis is only making things tougher. Compared to other OECD nations, Australia's parental leave practices are underfunded and unequal. Flexible work options are nowhere to be found.
So, here's the deal: 41% of parents would love to take longer leave, and 38% want more childcare options, but their bank account says no way. The most common excuse? Money, with 69% of women and 38% of men citing financial reasons as the main barrier to extending their leave.
Even worse, many families are choosing to keep the higher earner at work to shoulder the childcare burden, leaving the lower earner to take on the lion's share of childcare responsibilities. And let's not forget that the gender pay gap is still hovering around 21.7%.
Employers in male-dominated industries need to step up and offer paid primary carer's leave, rather than shy away like some timid wallflower, if we want to see a more equitable distribution of labor.
The survey shows a jump in the number of women returning to work earlier than they did five years ago. What are the long-term implications of this trend on families and workplaces?
In my opinion, this trend is a positive move for gender equality in employment. But with the current Commonwealth-funded paid parental leave not covering all women and still being shorter than many other OECD nations, more needs to be done.
As it stands, for some women, returning to work means they can barely cover childcare costs. To make the work-care juggle feel more like a treat and less like a struggle, we need better childcare reforms and employers who are willing to pay superannuation during parental leave.
When parents are given the support they need to balance their work and family commitments, they're less likely to miss out on development opportunities, promotions and rock any negative vibes from colleagues. Plus, a more equitable distribution of care responsibilities leads to a reduced gender pay gap and higher GDP—everyone wins!
Despite the rise in flexible work arrangements post-pandemic, working parents and carers are still feeling the strain. What are some of the main factors contributing to this ongoing stress and how can employers better support their employees?
Honestly, stress levels among working parents and carers are sky high due to the cost-of-living crisis, inflexible work policies, and lack of manager support. Plus, women are carrying the lion's share of the stress, with 74% agreeing they feel stressed when considering work and family commitments compared to 57% of men.
Female respondents struggle more with household chores, caring work, and managing their mental health, whereas men are more likely to report lack of sleep and difficulties managing expectations at home.
To help their employees, organizations are getting creative with support programs that address mental health, provide childcare support, and offer additional paid parental leave. Becoming a certified Family Inclusive Workplace can help employers benchmark their family-friendly policies and attract top talent.
Balancing work and family committments often brings up physical and mental health challenges. Tell us about some effective strategies or policies that help working parents cope better?
We've got some great success stories on our website that demonstrate what works for companies, especially when it comes to parental leave. Policies should be gender-neutral, flexible, and designed with parents in mind. You can check out various policies here: https://familyfriendlyworkplaces.com/case-studies/
The survey reveals that traditional gender norms still impact caring policies and attitudes in the workplace. How can organizations challenge these norms and promote more equitable and inclusive policies?
In simple terms, organizations need to challenge traditional gender norms and promote policies that support all parents equally. Part of the problem is that men and women's experiences of work and caregiving remain starkly different, with women shoulder- ing way more of the caregiving burden, despite working similar hours.
A little investment in policies and cultural attitudes toward employee caregiving responsibilities is essential for workforce participation, engagement, and productivity. Our advice to policymakers? Inject money into family-friendly policies, destigmatize caregiving, and normalize it as a shared responsibility for both sexes.
What are some promising changes or initiatives you've seen in Aussie workplaces that support working families, and how can other organizations adopt these practices?
Organizations committed to supporting working families are moving toward gender-neutral parental leave, expanding paid parental leave, offering flexible work options, and providing mental health support. In data from the Bridging the Work + Family Divide report, 74% of certified Family-Friendly Workplaces promote gender equal access to paid parental leave, 88% provide employees with resources to develop flexible work practices, and 81% have a formal family care policy.
Employers can apply to become certified Family-Inclusive Workplaces and adopt best practices that demonstrate a commitment to fostering social impact outcomes, including gender equality, wellbeing, and inclusion.
That's the lowdown on how Emma Walsh, CEO of Parents At Work, is helping working families navigate the complexities of modern life. For more info on Parents At Work, visit www.parentsatwork.com.au. And if you're interested in family-friendly workplace practices and policies, check out www.familyfriendlyworkplaces.com. Here's to happier, more balanced families and workplaces!
- Emma Walsh discusses the impact of the cost-of-living crisis on families' decisions regarding parental leave, stating that many families are opting out of extended leave due to financial constraints, with 69% of women and 38% of men citing finances as the main barrier.
- In light of the survey results showing a rise in women returning to work earlier than five years ago, Emma Walsh highlights the long-term implications for families and workplaces, stating that better childcare reforms and employers who contribute to superannuation during parental leave are necessary for the work-care juggle to feel more manageable and gender-equal.
