One of society’s most limiting stereotypes centers on gendered caregiving and that being a primary carer is something only women are equipped to manage.
The good news? More and more organizations are working to challenge and change these perceptions – most notably through gender-neutral parental leave.
WORK10 Endorsed Employer Schneider Electric offers gender-neutral parental leave entitlements. This includes 20 weeks of paid parental leave for primary and four weeks for secondary carers.
To learn more about this policy in action, we caught up with Rob Broward, Schneider Electric‘s State Sales Manager, about his experience of taking primary carer parental leave. Below, he discusses the challenges, benefits, opportunities, and outlook for an inclusive future.
From tentative concerns to full support
Rob had the opportunity to utilize Schneider Electric’s parental leave policy when his daughter was four months old. The policy gave him the chance to spend a significant amount of time with his daughter at an age that many will know goes all too quickly:
“The company’s inclusive, industry-leading parental leave policy made it possible for me to take four months off to be a primary caregiver for her. Initially, though, I had some hesitations.”
He shared that his primary concern was the stigma surrounding men who go against traditional norms and the ways taking parental leave can, sadly, negatively impact our careers. Rob candidly shares that when he was considering taking parental leave, he was met with differing opinions from other men in the business:
“I was a huge advocate for taking leave, but when I announced my intention, there was some confusion from others as to why a man would want to take a career break. Parental leave has historically been viewed as a career setback for women; it did make me wonder how it would impact my career.
That was when I checked in with our HR team. I was met with nothing but understanding, and everyone was extremely supportive of my decision.”
Interested in discovering Schneider Electric’s paid parental leave policies and other benefits?
Visit their employer profile and current openings at WORK180.
The (positive) impact onRob’s career and professional development
Being met with support from his HR team reassured Rob that taking parental leave was the right step for him. They also kept Rob informed about job opportunities and leadership events during his leave:
“This resulted in me receiving a promotion within a month of my return! Equally important is that the experience deepened my empathy for parental leave challenges primarily faced by women. As a male leader in an organization committed to inclusion, it enhanced my ability to support my team and contribute to our ongoing vision of gender equity.”
Sharing the primary caregiving journey with his wife enabled her to return to her career earlier and helped Rob understand the plight many new parents face with their careers. He knows not everyone outside Schneider Electric has the opportunities that he has:
“Our shared experience has given us both a greater understanding of the challenges of balancing parenthood and career aspirations. Society, generally, aims to increase women’s representation in corporate leadership roles while maintaining population growth. If we don’t rethink the early parenthood journey by empowering men with equal parental leave, this goal becomes much harder to achieve.”
Setting a successful example for others
One of the positive outcomes of Rob’s experience has been seeing how others have responded. He’s witnessed a positive flow-on effect with colleagues and team dynamics:
“Since my leave, two other men have approached me to discuss their desire to take primary caregiver leave. Women have also reached out, inspired by the possibility that their partners can share in the primary caregiving journey.”
Rob’s experience is the perfect example, showing that the more people embrace gender equality efforts, the more others will follow – and the more we all benefit. Both at work and at home:
“Women in my workplace now seem more comfortable sharing their family planning and early parenthood experiences with me, making me feel like I’m part of a new club.”
How can more men get involved with policies that support gender equity?
If there’s one piece of advice Rob wants to share with others, it’s this: don’t be afraid to be among the first wave to challenge the status quo.
“Embrace the discomfort, as it will help you grow as an individual while advancing gender equity. Our work environment constantly evolves, and gender equity isn’t just about giving women more; it’s about ensuring everyone has equal opportunities to succeed. Being able to take parental leave in this way is just one example – it makes a bigger difference than you realize.”
It’s clear that Schneider Electric has got it right by ensuring that their policy is well-developed and accessible for all and that everyone feels comfortable and supported in accessing it, regardless of gender.
Rob leaves us with some positivity for the future:
“I believe that a snowball effect will occur as more people recognize that times have changed and the old stigmas no longer apply. I hope one day, it’ll be second nature for organizations to offer equally inclusive policies. When the focus moves beyond gender-specific equality issues, it will ensure everyone, men and women, in the workplace are inherently and equally supported.”
