Governments worldwide commonly support young mothers by providing them with paid vacations, or maternity leave from work. At the same time, women after childbirth require as much attention as newborns, and this is when men are most needed.
Women faculty, Parental leave essay particular, may be advised to bury any indication of care responsibilities to avoid implicit bias against mothers or caregivers. Faculty members themselves sometimes feel shame about productivity gaps and try to underplay them.
Yet short-term gaps related to caregiving or health are actually quite commonplace, and the focus instead should be on long-term contributions -- which, after all, are those that often make the most impact in our fields. Grant-making institutions such as National Institutes of Health and the National Science Foundation have created progressive policies requiring scientists to recognize caregiving leaves as a legitimate part of work culture.
Those agencies understand that discarding scientific careers due to care responsibilities is wasteful and will tend to reproduce a less diverse work force. We would like to see this approach seep into the work culture of the rest of academe. Unfortunately, many faculty members remain uncertain about how gaps in productivity and parental leave periods should be treated professionally.
Indeed, although most universities provide no guidelines at all, some higher education institutions, particularly outside the United States, encourage faculty members to explain gaps, while others suggest not mentioning caregiving periods at all in order to avoid triggering gender bias.
Our advice is that it is far better to address a noticeable productivity gap in your vitae than to remain silent. And, institutionally, we believe that all universities must adopt standardized, paid care-leave policies with tenure clock delays, and that external reviewers should be routinely advised that such periods are not part of the research record to be evaluated.
A social science professor described that she had routinely excluded caregiving leave information from her grant applications. Then she became a reviewer on a grant panel and saw that publication gaps with personal statements explaining the cause caregiving, mental illness, etc.
She credits program officers for encouraging her to regularly disclose this information, and she has since included in her grant applications and tenure statement a one-sentence statement on when her children were born and how long she was off the tenure clock. Such new grant-related norms are an important way in which external forces are influencing universities to change their practices in progressive ways.
This mentor had been funded on an NIH early career grant that reimbursed her for child care expenses and provided a grant extension for her maternity leave. She had, in turn, emphasized to the public health professor how important it was that she discuss her own childbearing-related lull in productivity in her mini tenure statement.
It is an embarrassment that the United States continues to be the only industrialized nation to lack a federal policy providing even minimal paid parental leave. American higher education has a slightly better track record for its full-time usually tenure-track only faculty compared to the country at large.
Our laggard leave policies present a major challenge given the timing of academic careers -- when faculty face simultaneous expectations to earn tenure within a tight time frame while often entering a life stage with intensive caregiving needs in the home. The contrast, therefore, between the career experiences of international academics and American academics is quite striking.
Among international academics who live in countries where much longer, paid parental leaves are a matter of course, the norm is to report births and associated leaves on their CVs and promotion materials. And further, it is likely that at least some of that is due to employer discrimination.
So what is the best approach for faculty members to take for their careers? In an ideal world, faculty members would always disclose childbearing periods to raise awareness of the normalcy of parenthood and caregiving in academe and make obvious the need for proactive, family-friendly policies.
However, the reality is that, if you have no obvious gap in your productivity, it may be best not to risk the potential bias response of disclosing this information.
Even if your university has a supportive family balance culture, the external reviewers within your discipline who will pass judgment on your past and projected future productivity may not come from similar traditions.
Examples of Framing a Leave In our experience, less information is better. Institutional, broad language that is ambiguous about what the specific leave was for may be best, considering the possible bias of some evaluators.
At our university, those people with obvious gaps in their record are advised to add something like this to their tenure or promotion statement: The university provides those tenure delays because no research, teaching or service is expected during such leave periods.
My time at this university has entailed such delays. These extension are granted only for good cause and hence nothing should be inferred from them.
Candidates should be held to the same standard you expect for a typical probationary period. Please note that no research, teaching or service was expected during this year of leave. In this circumstance, we have seen professors place an asterisk in a gap period between publications on their CV with a footnote, e.
Thus, institutions need to support faculty members by regularly noting the existence of normal life events that require leaves.
Further, they need to inform external letter writers that additional time on tenure track should not count against the faculty member under review, so that the focus is more appropriately on the quality of work being produced rather than the timing.
It is a mistake for academe to regularly expel faculty members who have the skills and ability to carry out high-quality work simply because their productivity may be temporarily lower during caregiving interludes.
An enormous amount has already been invested in their education and training, and they have begun to give back to their fields, their departments and their students. At our university, we have had continuing discussions around the normalcy of gap periods and how to frame them, while at the same time respecting the privacy of our faculty.
Our faculty are not automatons who produce linearly throughout their life course -- nor would we want them to be. Creativity and impact are hardly linear processes.
Careers ebb and flow, and it is expected that normal life stage events will require temporary reductions in research activity.(ref 1) It is a kind of parental leave that is for caring of newborns or newly adopted children (ref 15).
In the society, people put more emphasis on creating a better work-life balance. Paternity Leave is one of the sources of creating work-life balance.
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Paid parental leave should be equal and for both parents once a child is born Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations.
Whilst this is a very important topic, when it comes to. This is a striking contrast to the United States, where not even a week of leave essay backed by the government. In discussing paternity leave, the most common argument in favor of paid leave is the benefit paternity leave has on paid family.
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Show More. While the questions of parental leave is most frequently considered in the light of a woman’s ability to take time off from work after giving birth, the importance of paternity leave must also be considered.
Social norms still prioritize a man’s commitment to work above. The Benefits of Paid Paternity Leave Maternity is known to be both a challenging and joyful condition for, perhaps, the majority of women.
Governments worldwide commonly support young mothers by providing them with paid vacations, or maternity leave .