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Equal, Non-transferable and Fully Paid Parental Leave

What PLENT claims
by

PPIINA Difusión

on 26 February 2017

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Transcript of Equal, Non-transferable and Fully Paid Parental Leave

Good for men and fathers
Increases welfare of children and families
Increases birth rates and demographic balance
Promotes gender equality
Good for the society
Allows fathers to enjoy their babies at their early moments
Enables the development of caring skills and 50% care sharing
Encourages another attitude towards paid work, which prevents work addiction
Allows for the learning of new organizational and relational competencies
Fosters early father-child bonding, therefore helping to overcome the harmful distant-and-absent traditional father model
Fully paid
Individual, same parental leave for each parent
PLENT seeks the equalization of parental leaves for mothers and fathers......
Non-transferable
Entitlement of fathers to same leave as mothers

Same duration

Same wage replacement

Individual right based on everyone's contributions to social security
On an use-it-or-lose-it basis, cannot be transfered to the other parent
Similarly to other social benefits, it should not be exchangeable for money
Full wage replacement
Paid by the social security, as any other social benefit
Good for the children
They can be cared for at home for a longer time
They can receive the same attention from each parent
More bonding with both parents benefits psychological development
As it enables mothers' attachment to their jobs, child poverty is reduced

Good for women and mothers
Reduction in the mother's workload, equitably sharing household and caring tasks
Diminishes the "less available" label of women to the eyes of employers
Enables a continuous job career and entitlement to old-age pension
As it fosters women not to give up their jobs, it prevents female poverty
Good for businesses and corporations
Increases productivity as labor relations are humanized
Better return on investment in training and professional development of the female staff
Enhances staff engagement/loyalty
Reduces rotation of staff, increases staff retention
As it fosters women's professional careers, more women get to managerial positions; there is consistent evidence that corporations with women managers are more profitable
Good for the economy
Increases economic efficiency of all production factors
Prevents the wasting of valuable female human resources
Prevents the squandering of men caring capital
Good for families
Better reconciliation of professional and family life
Allows families to better organize the caring of the baby for a longer period
Allows to reduce the help provided by grandmas/pas or relatives just to particular times, without overloading them
Good for
the State
More affiliations and contributions to social security, because women increase their participation in the labor market
More tax revenue
Less non-contributory benefits
Increases the sustainability of social security
Equal,
Non-tranferable
and Fully Paid
total parental leave

...by means of legal reforms in each country that will establish the right of any parent to ....
(for each parent in case of birth or adoption of a child)
WHY?
Because the present parental leave system reinforces the sexual division of work (the idea and the practice of women being the ones in charge of caring), therefore fostering inequalities and preventing women's progress

Because transferable and/or badly paid leaves are not taken by fathers (as the available evidence shows) and, from the very beginning, mothers have to assume almost all caring tasks for the newborn

Because public policies and laws are not neutral towards gender justice

Because our societies (women and many men) are changing faster than the laws
The newborn cannot be cared for to the same extent by the father; in this way the child learns gender roles from the cot
Less bonding with the father or the other parent, depriving children from extended psychological anchoring
The mother being the one who cares the greatest part of the time may damage her professional career and therefore her salary and social benefits, resulting in higher rates of child poverty, particularly among mono parental families
THE PRESENT PARENTAL LEAVE SYSTEM HARMS CHILDREN
Prevents fathers from enjoying the newborn for a significant time
Reduces the early bonding with the baby, promoting the harmful absent-and-distant paternity model
Consolidates the limiting traditional male role that assumes women are the ones with the skills and the responsibility for caring
Reinforces the cliché of men not being able to care
Prevents the acquisition of useful organizational and house holding skills
Contributes to an insane psychological relationship of dependency with the man's professional job
THE PRESENT LEAVE SYSTEM HARMS MEN AND FAHERS
The mother is overloaded because of the upbringing tasks not being equally shared
Reinforces the sexist cliché of women being the ones able to take care of the children
Produces the so called "statistical discrimination" by which all women of childbearing age are seen as "less available" to the eyes of employers, even though they are not or won't become mothers
To prevent their children being cared by others, women are compelled to extend their paid maternity leave with unpaid leaves, part time work or attrition, which harms their professional opportunities
Periods out of the labor market without contributions to the social security reduce the amount of social benefits that women are entitled to (unemployment, retirement, etc.)
Less income and less social benefits increase women poverty
THE PRESENT LEAVE SYSTEM HARMS WOMEN AND MOTHERS
Unpaid leaves and attrition result in a brain drain and a loss of investment made in training and professional development of the female staff
If professional and family life reconciliation is not favored by the company, loyalty and retention rates decrease dramatically
Higher replacement costs come from higher staff rotation and a shortage of professionals with such experience and maturity
Maternity impacting women's professional career means that few women reach to managerial positions; evidence shows that corporations with few women in managerial positions are less profitable
THE PRESENT LEAVE SYSTEM HARMS BUSINESSES
Women pushed out of the labor market results in a highly inefficient use of the available production factors
Squandering of valuable feminine human resources
Men caring capital is wasted
THE PRESENT LEAVE SYSTEM HARMS THE ECONOMY
"Reconciliation" of professional and family life is only achieved by the mother's almost full time dedication to caring the baby, which results in a reduction or loss of her employment
Reduction or loss of the mother's employment result in a decrease of the family income and an increase of poverty rates
In many cases, grandmas/pas or other relatives have to be involved in the baby's caring, sometimes overloading them
THE PRESENT LEAVE SYSTEM HARMS FAMILIES
Less affiliations and contributions to the Social Security, and less tax revenue because women reduce their paid work
More non-contributory benefits
Less sustainability of the Social Security
THE PRESENT LEAVE SYSTEM HARMS THE STATE
Reduced birth and fertility rates which result in demographic unbalance
Fosters gender inequality
Welfare of children and families is negatively impacted
No account is taken of the consolidated change in women (and many men) aspirations
THE PRESENT LEAVE SYSTEM HARMS THE SOCIETY
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