Extending paternity leave has not reduced discrimination among mothers, but has increased it among fathers
A study confirms an increase in workplace discrimination among men according to the weeks of leave
BarcelonaIn the last decade, paternity leave has been updated almost constantly. Until 2016, Social Security only covered 13 working days for fathers, extendable to 15. Since then, however, the coverage of the leave has been continuously expanded, first increasing to four weeks in 2017 and, a year later, to five. In addition, in 2019 it was approved to gradually equalize the leave of both parents in three phases: the fathers' leave rose that same year to 8 weeks, in 2020 it was extended to 12 and, finally, in 2021 it became comparable to that of mothers, which at that time was 16 weeks. Currently, birth leave is up to 19 paid weeks per parent.
The reasons behind the equalization of leave were diverse. However, among them stood out the desire that childcare should not fall exclusively on women and, thus, put an end to the labor discrimination that mothers suffered. This objective, however, has not been achieved. According to a study by researchers Dani Marinova and Gabriela de Carvalho, from the Autonomous University of Barcelona (UAB), discrimination against mothers has not decreased as paternity leave has been expanded and, furthermore, a new front of discrimination against fathers has appeared.
The study –elaborated from 3,950 respondents– shows a great evolution of discrimination among men depending on the weeks of paternity leave they have. Specifically, among those who enjoyed 4 or 5 weeks of leave, only 9.8% claim to have suffered some injustice. In contrast, 17.1% of those who had a 16-week leave felt discriminated against. This difference confirms an increase of 74% between one group and the other.
The main reasons why fathers felt more discriminated against when their paternity leave was increased are found in the hiring phases, in dismissals, and regarding the treatment by colleagues. In contrast, there are no relevant changes in remuneration, access to training, or promotions. The increase in paternity leave had no impact on mothers, who, regardless of the weeks available to fathers, did not stop suffering discrimination at work.
No impact after birth
This increase in discrimination towards fathers, however, is only experienced in the phase prior to the child's birth. According to the study's data, during the phase after childbirth, the extension of leave has not impacted –neither positively nor negatively– the discrimination of either parent. Mothers report rates of between 27% and 30%, and fathers report them between 14% and 16%.
As explained to ARA by the author of the research, Dani Marinova, this happens because the increase in leave has not been enough for companies to stop viewing mothers as the primary caregivers of the child in the long term. "Women, for the most part, continue to be more involved in child-rearing, considering leaves of absence or reduced working hours," she relates. Thus, the results of the study indicate that the reform only has consequences for men at the moment the leave can be anticipated, and not when it has already been enjoyed.
The study also highlights another gap that has emerged following the increase in the weeks of leave. The research, which carried out fieldwork in different low-income neighborhoods, confirms that workers with more precarious types of contracts opt more frequently to cut short their weeks of leave or to forgo it. "The more stability and confidence one has about returning to work, the more likely it is that you will decide to enjoy the entirety of the days," relates Marinova.
