As a working dad, an advocate and a New Yorker, I wholeheartedly support this petition forwarded by A Better Balance in support of Paid Family Leave in New York State. Please join me (and the New York Times) in supporting Family Leave in New York.
2015 was a banner year for progress on work and family issues, and especially those of fathers.
I am gratified by the progress we’ve made in public policy, in the private sector, and as a culture. I am energized about the progress still to come. Here are some highlights of progress on work and family in 2015, followed by some personal milestones and my expression of gratitude for all of your support this year.
Incoming Speaker of the House Paul Ryan articulated several demands before he would accept the position. Among them was his insistence that his new duties do not interfere with his time for family. Here are my thoughts on this intriguing news.
- It is great news that Paul Ryan voiced his concerns that being promoted to Speaker of the House could represent a threat to his work life balance and his time with his family.
For 30 years, Working Mother Magazine has blazed a trail that has helped all working parents- including dads.
This week marks the 30th anniversary of Working Mother Magazine’s annual list of top employers for working moms. To mark this event, they asked 30 work-life experts and advocates to share their thoughts about Working Mother’s impact over the years. I am honored to have been asked to contribute. Here’s my tribute to Working Mother Magazine:
200 business professors support paid family leave and have petitioned Congress. Here’s why.
Business school professors are situated at a very interesting crossroads.
On one hand, we are very well connected to the business community. Most of us interact with executives and managers on an ongoing basis. We keep up with industry best practices. Many consult with leading firms. We write for practitioner outlets and trade magazines. We provide executive training and education to those near the top of organizational charts, as well as MBA classes to those on the first few rungs of the ladder. In many ways, and through many means, we are very plugged into the concerns of the business community.
We seem to be living in a sudden Golden Age of Paternity Leave.
In the past two months, I’ve seen glowing news reports of major, influential companies such as Virgin Atlantic, IBM, Ernst & Young, Twitter, Goldman Sachs, Citigroup, T-Mobile, Facebook, Bank of America, and Microsoft adopting or significantly expanding their paternity leave policies. The latest and greatest announcement is of Netflix and paternity leave- both new moms and new dads can take up to a year of unlimited paid parental leave. That’s practically Swedish of them.
I am thrilled by this rapid progress, and especially by Netflix’s policy. However, during this exciting sweep of announcements, it is easy to forget that the adoption of paid paternity leave is just a first step in creating societal awareness of the importance of involved fatherhood, and the need for corporate cultures to assist men in their work-family challenges.
As if we needed another reason why we need more women in leadership!
Last week, I wrote about a Miami Herald CEO Roundtable in which they asked various male and female CEOs about paternity leave. Did they feel it was important? Do they offer it?
The responses of the male CEOs was decidedly mixed. Ranging from the depressing:
The Miami Herald asked a panel of CEOs about paternity leave. Some male CEOs supported it, but others seem stuck in the Dark Ages.
Fact: Paternity leave benefits dads, kids, moms and families, and even improves the bottom line.
Fact: One becomes CEO after either founding a company and, through insanely hard work, making it thrive, OR by putting in intense hours at work for a few decades.
Fact: Most male CEOs today have at-home wives, and have not had to directly confront the same types of work-family challenges that most of their workforce faces.