A Harvard Business Review blog reader’s comment demonstrates that many senior managers are supportive of work-life balance.
When I think of the older readers of the Harvard Business Review, I imagine super-smart, tough, hard-working types with old-school management philosophies. So, when I wrote my latest article for the HBR blog, entitled “How to Be a Family-Friendly Boss” I was prepared for a backlash to my “progressive” thinking about management and work-family balance.
One of the things I love most about this blog is the opportunity it has given me to have conversations with so many smart, knowledgeable people. I have learned more from this blog than anyone, thanks to your comments and willingness to engage and network with me. After I posted my piece last week about Josh Levs and his important paternity leave discrimination suit, I received the following message through Linkedin from blog reader Cynthia Calvert, Esq., who is an expert in work-family employment law.
Cynthia was quoted in the NYTimes article about Levs and she believes his case to be stronger than I believed it to be in my analysis last week. After our discussion, I think she’s right. In this case, I’d be very happy to be wrong.
I found our exchange fascinating- it really helped clarify the situation for me, especially in terms of gender discrimination and the difference between parental leave for care versus physical recovery. Cynthia was nice enough to allow me to reprint our back-and-forth here. I think you’ll enjoy it.