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Gender   |   Do Longer Maternity Leaves Hurt Women’s Careers?
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Gender


DO LONGER MATERNITY LEAVES HURT WOMEN’S CAREERS?

What the research says.
by
 * Ivona Hideg,
 * Anja Krstic,
 * Raymond Trau,
   and
 * Tanya Zarina

by
 * Ivona Hideg,
 * Anja Krstic,
 * Raymond Trau,
   and
 * Tanya Zarina

September 14, 2018
Maskot/Getty Images
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Summary.    Around the world, many governments are starting to offer extended,
paid maternity leave. But there’s some evidence that suggests longer leaves for
new mothers may interrupt women’s careers and ultimately harm their prospects in
the long run. A new study helps...more
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Career or child care? It’s an unfortunate dilemma faced by every working woman
with a baby on the way. Should she take a lengthy maternity leave, knowing that
more time at home can improve the well-being of both mother and child? After
all, research shows maternity leaves are related to lower infant mortality and
reduced maternal stress. Or should she forego that long maternity leave, knowing
that getting back to work quickly will improve her career opportunities?

Around the world, we are seeing a trend towards legislating longer, paid
parental leaves for both mothers and fathers. Earlier this year, for example,
Canada expanded its paid parental leave program from 35 weeks to 61 weeks;
several Scandinavian countries have already made similar moves. These changes
are motivated by a progressive concern to improve the work-life balance for
working parents and encourage greater parent/child contact in those crucial
first months of a newborn’s life. But while the sentiment behind these new
policies is well-meaning and commendable, there may be a “dark side” to longer
parental leaves.

Most of the research to date in this area has focused on mothers who, in most
countries, are still offered more time off than fathers. Even when parental
leaves are offered to both parents to share, women tend to take the vast
majority of that time, unless the policy reserves specific time for men only
(which is still rare). These studies show that women who decide to take a longer
time off can expect to pay a price for their commitment to motherhood when they
return to work.

Evidence from a variety of countries reveals that the longer new mothers are
away from paid work, the less likely they are to be promoted, move into
management, or receive a pay raise once their leave is over. They are also at
greater risk of being fired or demoted. Length of leave can be a factor in the
perceptions of co-workers as well – women who take longer leaves are often seen
as less committed to their jobs than women who take much shorter leaves. This
trade-off undercuts a major goal of legislating national parental leave
policies: ensuring that women don’t have to choose between motherhood and career
success.

To tackle this conundrum, our research sought to uncover the mechanisms driving
the unintended negative consequences of longer leaves and identify ways in which
organizations can help women find a balance between work and childcare. At the
time of our study, Canadian parental leave policy allowed for a maximum of 12
months paid leave for women. We conducted three complementary studies to
identify and examine perceptions of working women’s agency (the degree to which
they are considered ambitious and career-focused), as the motivator for these
negative consequences. Our results highlight several ways this issue can be
addressed.

First, using lab-based experiments, we tested perceptions of a potential female
job candidate based on job applications showing they’d taken a maternity leave
of 12 months (which is common in corporate Canada) or a shorter maternity leave
of one month. We found those who noted a longer maternity leave on their resume
were perceived as less desirable. Interestingly, bias that a woman who takes a
longer maternity leave is less committed to her career held equally for male and
female participants of the study, suggesting such a preconception is widely
held.

Next, we tested how providing background information about a job candidate’s
career ambitions and work habits (in this case, a letter from a former
supervisor) can affect opinions of her agency when a longer maternity leave was
taken. Here we found that negative perceptions of commitment and hireability can
be overcome by providing additional information about women’s agency to
decision-makers. In other words, when the letter was included, we saw no
difference in the longer-leave-taking candidate’s desirability.

Finally, we sought evidence from Canadian workers regarding their views on the
role of “keep-in-touch” programs. These are programs that allow parents on leave
to stay in contact with their workplace and colleagues while they are away.
Often the leave-taker will be paired with a coworker who can, for example, keep
them updated on their projects, clients, and other coworkers. In an experiment
with a sample of 558 Canadian employees, we found that female applicants who
took a 12 month maternity leave were perceived as more agentic, committed to
their jobs, and ultimately hireable, when a “keep-in-touch” program was used,
compared to when no such program was used. It should be noted that it is not
enough for these programs to simply exist; these positive outcomes only occurred
when women were making active use of them.

Our work, recently published in the Journal of Applied Psychology, helps explain
why longer legislated maternity leaves are related to negative career outcomes
for women. We find maternity leave length is perceived as a signal of women’s
agency and commitment to the job and thus used to gauge their dedication. In
turn, this undermines perceptions of women’s agency, job commitment, and
perceived suitability for leadership roles.

Fortunately, our results also point to some ways in which managers,
organizations, and women themselves can combat the unintentional negative
consequences of longer legislated maternity leaves. For example, managers can
provide additional information about women’s agency and career aspirations to
counteract negative perceptions among decision-makers and co-workers. Further,
the creation and promotion of “keep-in-touch” programs by organizations appears
quite promising. While still rare in the work world, “keep-in-touch” programs
have been pioneered by some progressive firms in the legal and public relations
industries in Canada and Australia as a way to support and retain female
employees.

Our work also has implications for policy-makers by showing that longer
legislated maternity leaves may unintentionally undermine gender equality by
hurting women’s career prospects. Thus, such policies need to be accompanied by
additional measures that encourage “keep-in-touch” or related programs. Other
potential solutions may be legislating parental leaves reserved for fathers
only. Currently only 13% of eligible men use any parental leave in Canada
(compared to 91% of eligible new mothers), even though Canada’s leave is
supposed to be gender-neutral. Mandating that some portion of parental leave be
used by fathers  would encourage more men to take parental leaves, which in turn
could reduce the amount of time women are absent from work and also make it more
normative for both men and women to use leaves from work to care for their
children.

Finally, a few caveats are necessary. Some of our experimental data comes from
studies involving university students, who tend to have limited work experience;
future research will attempt to study these situations in a wider variety of
organizations. In addition, some of our effects appear small. However, the
results are still meaningful and powerful because even a slightly lower rating
of a woman due to her maternity leave could make a big difference whether that
woman is hired or promoted. Bias against mothers in the workforce has been
thoroughly documented elsewhere. We also limited our study to women and the
effects of maternity leave; future research could include a broader look at the
effects on fathers’ careers.

The ability to take one’s full parental leave without suffering diminishing
one’s promotion, pay, or leadership prospects is crucial for greater gender
equality in the workplace and for helping all working parents, and in particular
mothers, achieve greater work-life balance. While HR departments and business
leaders have long had this as an item on their agenda, our research provides
clear evidence on interventions and programs that can make a real difference for
organizations that seek to develop, grow and retain their top talent.

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 * IH
   Ivona Hideg is the Ann Brown Chair of Organization Studies in the Schulich
   School of Business, York University. Previously, she was a research fellow
   with the Women and Public Policy Program at Harvard Kennedy School, and she
   is currently an Associate Editor at Academy of Management Journal. Her main
   program of research includes workplace diversity, equality, and inclusion,
   but she also examines issues surrounding culture, ethnicity, language, and
   socio-economic background diversity.
 * AK
   Anja Krstic is an Assistant Professor in the School of Human Resources
   Management in the Faculty of Liberal Arts & Professional Studies, York
   University. Her research focuses on workplace diversity, equality, and
   inclusion and her work has been published in outlets such as Journal of
   Applied Psychology (JAP) and Harvard Business Review.
 * RT
   Raymond Trau holds a PhD in Management and is a lecturer (equivalent to
   assistant professor) at RMIT University in Melbourne, Australia. His research
   focuses on workplace diversity and inclusion. Raymond’s research has appeared
   in outlets such as Journal of Applied Psychology, Human Resource Management,
   and British Journal of Management.
 * TZ
   Tanya Zarina is a Human Capital Consultant in Toronto, Canada.

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