Aparna Thyagarajan’s Post

A new blog by the The World Bank Women, Business and the Law explores ways for policy makers and employers to incentivize fathers to participate equally in caregiving, which can enable greater participation of women in the workforce. Citing our State of the World’s Fathers 2023 data, the piece highlights current barriers in the workplace to fathers' parental leave uptake, such as fear of losing their jobs, unsupportive managers, or fear of being judged poorly for taking leave.   Read the blog ➡️ https://lnkd.in/etGRkvSr Avenues for promoting paid leave uptake for fathers include: ➡️ Better distribute the length of paid leave for parents ➡️ Developing policies to promote paternity leave uptake (i.e. cash bonus, protection from dismissal) ➡️ Launching public campaigns to normalize paternity leave ➡️ Fostering a supportive workplace culture and flexible working arrangements #globaldayofparents #worldparentday #WomenBizLaw

Gender pay gap and its impact on women's lifetime earnings is a pressing issue that needs attention. 📊💰 It's disheartening to know that women earn 0.82 for every dollar earned by men, resulting in a staggering $456,000 less over a lifetime. 😔👩💼👨💼 These numbers hit close to home for me as a working mother, facing interruptions in my career due to childcare responsibilities and lack of paid maternity leave. 💔💼💔 Let's break the cycle and empower ourselves to negotiate better salaries. 💪💸💼 Remember, the first offer is just the start of a conversation. Don't be afraid to ask for more! 🙌💪💼 #HowMoneyWorks #Wealthwave #GenderPayGap #EqualPay #WorkingMothers #NegotiateBetter #Empowerment #CareerGrowth

With all the Gender Pay Gap discussions which I believe to be useless, not much attention has been paid to the recently announced plans to provide superannuation contributions on government paid parental leave payments from July 2025. The superannuation gap is estimated to be between 22% to 32%. An example of corrective action aimed at achieving equity (rather than equality). #equitydiversityinclusion #iwd2024 #womenempowerment

On International Women's Day, and as a mother of a girl, I'm deeply concerned about the findings in this article from The Guardian: https://lnkd.in/eqqG6jHD. The persistent "motherhood penalty" highlighted reflects not only an injustice to women but also a significant obstacle to gender equality and economic prosperity. The fact that mothers in the UK earn 24% less per hour than fathers, with the gap widening since 2020, is not only alarming but simply unfair. It's not just a matter of pay disparity; it's about the systemic barriers that force many women to compromise their careers and financial independence due to caregiving responsibilities. As we celebrate International Women’s Day, it's crucial to acknowledge that true progress towards gender equality cannot be achieved until we address and dismantle the structures perpetuating the motherhood penalty. This issue not only affects individual women and families but also hampers the overall economy. Quality, affordable childcare, modern workplace policies that support work-life balance, and an end to pregnancy discrimination are essential steps towards creating a more equitable society. The government and employers must prioritise these issues to ensure that all women, regardless of their parental status, have equal opportunities to thrive in their careers and contribute to the economy. I'm lucky to work for an employer where I've not been penalised for becoming a mum. In fact, I got promoted after returning to work. That's how it should be for everyone - equal and fair. Let's work together to create a future where my daughter and all girls can pursue their aspirations without being held back by outdated norms and discriminatory practices. #GenderEquality #MotherhoodPenalty #InternationalWomensDay

Happy International Womens Day 💐🌸🌹🌺 As a headhunter I hear companies complaining that they have put strong D&I policies in place but female talent is still leaving. I’m all for celebrating women today. I grew up with this holiday after all. But one day, a piece of paper and a fancy company campaign is seriously not enough. Let’s look at what it’s like to be a woman in 2024: ↪ Women in the UK earn 86p for every £1 earned by a man ↪ The gender pension gap in the UK is £100,000 by the end of a woman’s career ↪ Working mothers in the UK are two times more likely as fathers to think about quitting their jobs over childcare costs ↪ Just 2% of medical research funding is dedicated to understanding pregnancy, childbirth, female reproductive health Companies, government, investors all need to walk the talk 🚶🏻♀️ What does that look like: ✅ Offer flexible and hybrid working environments for both men and women ✅ Destigmatise part-time and flexible working for BOTH genders ✅ Create better paid, longer and forced paternity leave for fathers ✅ Create better health and wellness programmes that take female biology into consideration ✅ Governments and medical institutions to spend more money researching female health (reproductive health, periods, menopause, miscarriages) ✅ Offer paid / more affordable childcare And just cold hard CASH 💰 ✅ Pay women the same wage as men for the same role ✅ Angel and institutional investors to put more money into female owned and founded companies (not just those part of a boy’s club because they wear the same blue suits, hoodies, went to same schools etc) What did I miss? #iwd #leadership #womeninbusiness

Greetings esteemed colleagues and connections, "Motherhood: All love begins and ends there." - Robert Browning I'd like to discuss the significant amendment made to maternity laws in 2017. This amendment, which marks a pivotal moment in our legislation concerning maternity benefits, brought about crucial changes aimed at improving the rights and support for working mothers in India. Maternity laws in India have undergone significant changes to support women in the workforce. The Maternity Benefit Act, 1961, was amended in 2017, extending maternity leave from 12 to 26 weeks for women working in both public and private sectors. Additionally, the law mandates employers with 50 or more employees to provide daycare facilities. This legislation aims to promote gender equality, enhance maternal health, and encourage women's participation in the workforce. Furthermore, it prohibits discrimination against pregnant women in hiring and promotes a supportive environment for new mothers returning to work, contributing to a more inclusive and progressive society.

This new blog by #WomenBizLaw colleagues Natália Mazoni, Aylen Rodriguez Ferrari and Amel Zahid identifies several ways for policy makers and employers to incentivize fathers to participate equally in caregiving, which can enable greater participation of women in the workforce➡️ https://lnkd.in/etGRkvSr Avenues include: ✅Better distributing the length of paid leave for fathers and mothers ✅Developing policies to promote paternity leave uptake (i.e. cash bonus, protection from dismissal) ✅Launching public campaigns to normalize paternity leave ✅Fostering a supportive workplace culture and flexible working arrangements #globaldayofparents #worldparentday

A sobering stat for International Women's Day. "A study of the hourly earnings of mothers and fathers found that on average mothers earned 24% less an hour than fathers in 2023 – a “motherhood pay penalty” of £4.44 an hour. The analysis – which compares ONS data from January to March 2023 with the same period in 2020 – found that the median hourly pay was £18.48 for fathers compared with £14.04 for mothers." Clearly there is much more to be done in closing the gender pay gap, and despite some positive moves in recent years, the fact that progress seems to have stalled at such a point is a real concern. https://lnkd.in/evxwyYjG #IWD2024 #GenderPayGap

What does the motherhood penalty look like for you? Because not only are women earning less for having the audacity to have children, but they’re facing an uphill battle when they try to return to the workforce. Let’s break it down: ❌Childcare is too expensive for both parents to remain in work full time ❌Moms, as the default caregiver and the one who makes 70 cents on the dollar compared to fathers, pull back from work at a MUCH higher rate than men ❌Then they’re punished with reduced pay and reduced opportunities  ❌Or, if they step away, they have a difficult time getting hired again This sounds like a systemic issue - especially since having children is an ECONOMIC NECESSITY. Someone has to do it. It’s a lose-lose scenario for women. What do you think? #motherhoodpenalty #childcarecrisis #momswhowork

Regardless of your feelings on capitalism, there's no denying that the best way to support women today is through financial support. This is not a happy International Women's Day for American women. The US continues to be the only first-world country without guaranteed paid parental leave at the national level[1]. Childcare costs have risen to completely unaffordable levels for most Americans[2]. US maternal mortality rates are on the rise, particularly for women of color[3]. The gender pay gap persists[4]. Women's reproductive freedom is under serious threat[5]. Ongoing mass layoffs are disproportionally affecting women[6]. Once again, the best way to support women is through financial support. Mothers also need tangible, real support that reduces the emotional and physical labor they have to perform as caregivers. [Image description: Beyonce singing the line "Always stay gracious, best revenge is your paper" in the "Formation" music video.] [1] https://lnkd.in/gQCgH-cB [2] https://lnkd.in/gkJvvkpE [3] https://lnkd.in/gc8RZU6c [4] https://lnkd.in/gMGfrTua [5] https://lnkd.in/g2JVqqn4 [6] https://lnkd.in/gqAaNMhv #internationalwomensday2024 #internationalwomensday #genderpaygap #genderequality #parenting #childcare #maternalmortality #maternalhealth #mothers #womensrights