The announcement in December of revised parental leave legislation paves the way for new thinking around the pregnancy journey and transition to motherhood for female executives.
My experience as an advisor to business and supporting mothers-to-be exit and elegantly return to the workplace whilst maintaining an upward career trajectory and become the mother they want to be, points to a shorter six-month, full-time break from work as being the optimum, but with maternity leave commencing slightly earlier in pregnancy than is often currently the norm.
When a pregnant woman is working in a male dominated environment that thrives on operating in a linear and rigid structure it can be difficult – unless the culture actively supports it – to embrace her feminine pregnant energy and “softer” flowing values which are conducive to her transition to becoming a mother and coping more effectively with her newborn.
By subtly shifting away from her masculine energy and traits that are more focused on performance and competition, she can experience a smoother journey to motherhood and then feels more ready for an earlier return to the workplace.
We are moving towards enlightened leaders embracing both masculine and feminine values. The choice of who goes back to work and who stays home has long been subject to both cultural bias and economic rationale, which is now more open to review.
Despite studies confirming that men are equally hard-wired to care for their children, recent research carried out by employment website Glassdoor, shows not all men agree. Fewer than one in four (23 percent) men surveyed agreed that new parents should share parental leave and just over one in ten (12 percent) would currently take the maximum paternity leave while their partner took minimum maternity leave and returned to work.
There is absolutely no magic ingredient women have when it comes to being parents
According to Adrienne Burgess from The Fatherhood Institute, the UK fatherhood think-and-do-tank “There is absolutely no magic ingredient women have when it comes to being parents”.
My experience is that new mothers who are highly successful are as out of their depth initially as their partners. But as they tend to spend more time with their newborn – knowing off the bat they are taking on the lion’s share for the next few months – they become more adept, more quickly. Behind closed doors it is an extremely challenging process, that if not well managed or supported can not only impact on a woman’s re-integration back to the workplace but on overall career success long term. The desire to get back up to speed and operate at her peak is felt by both new mothers and employers.
A CityMothers survey highlighted that their members – mothers and fathers – were keener for “a more accepting and less macho culture”, confirming the sensitivities that develop in both new parents. It does appear though that currently the fear of loss of status and earning power to many men pre-baby, is more overwhelming than the perceived pleasure of embracing their new father self and being a more equal parent.
a more accepting and less macho culture
As more parents embrace the new opportunities and more men openly support the combination of motherhood and an upward career trajectory, more women will feel supported to step into their full potential resulting in a more balanced C-suite.
Letting go of traditional stereotypes may not happen overnight but if we are all open to change the potential is there.
This article originally appeared on WeAreTheCity at http://www.wearethecity.com/bumps-boardroom-shared-parental-leave-paving-way-women-boards/