Editorial | Caring for our youngest

The increase of maternity leave and the introduction of paternity leave for public sector workers are laudable policy directions indicative of a desire to improve development outcomes, particularly in relation to health and economic benefits to families.

Finance Minister Dr Nigel Clarke announced earlier this week that maternity leave will move from 40 days to three months, also that paternity leave for fathers and family leave for adoptive parents will be introduced this year.

These changes which are placed under the banner of the public sector modernisation programme have a wider application if they are viewed through the lens of a government seeking to act as a partner in the economics of family life.

As is expected, it’s the kind of policy that will be coloured by public opinion. Lauded by trade unions and working families, it is likely to be questioned by those who have no children or whose children are grown. For example, some might ask why Government should be concerned with how families manage their parenting responsibilities.

In a country such as ours, where the rise in anti-social behaviour has largely been blamed on dysfunctional families and absentee fathers, it is critical that fathers are encouraged to support their children from birth. Childcare is a responsibility of both parents and raising a newborn is a stressful and demanding experience. Paid parental leave for fathers and mothers therefore provides real advantages for working families.

There is a growing body of research which suggests that paternal leave has a lasting effect on a child for not only does it contribute to special bonding between father and child, it also results in improved outcomes for children as they make their way through life.

BREAKING DOWN STEREOTYPES

Clinging to age-old stereotypes, others might suggest that it’s the mother’s job to take care of the children while the father works to support the family. Such stereotypes about work are fast breaking down, and change is accelerating even in developing countries.

Social and workplace norms have changed dramatically over time. Women are now an important factor in the workplace. These shifting workplace norms were highlighted during the COVID-19 pandemic when many people were forced to work from home and children were engaged in online classes.

Worldwide, 90 of 187 countries offer statutory paid paternal leave. The United States is the only wealthy country that lacks a national paid leave programme. It has been left to some states to implement leave programmes. Shockingly, one in four American women, reportedly return to work after two weeks of giving birth because they cannot to take any more time off.

Countries in Europe which have paid decades of attention to benefits for new parents have offered the rest of the world important developmental lessons. For example, it is confirmed that where fathers participate in childcare and family life, children enjoy higher cognitive and emotional outcomes as well as physical health.

Employers concerned about the cost of parental leave should factor in loss of productivity, poor work attitude, and lack of commitment, which are some of the ways in which disgruntled workers might behave. It might prove a worthwhile investment, all things considered.

For sure, the benefits of paternity leave will first be felt in the home, but, beyond that, these parental leave arrangements fall within the wider welfare scheme of a country. We submit that parental leave is not merely a benefit to a new family, it has to be viewed as a social construct in a country that is struggling to find suitable role models and to cultivate more responsible parenting. It should not be left up to deejays to give our children relationship lessons.

Lest we forget, raising a child is not a female issue, it is a parental one.