Fathers, Paternity Benefits and Gender Norms

Abstract

With the advent of the 21st century, work-family conflict is a battle that many parents in India, fathers and mothers alike, fight on a daily basis. It has become equally important for fathers as it is for mothers to participate in the upbringing and welcoming of a newborn child in the family. Hence, to accommodate these changes and make way for gender equality, non-conforming gender roles, and the wholesome upbringing of the child, some changes in workplaces are required, including access to gender neutral flexible working and parental leave for new parents.

While the country widely recognizes and agrees on the benefits of Maternity Leaves, it is different in the case of fathers trying to avail Paternity Leave benefits. In March 2017, a big step was taken when the Maternity Bill was passed in the Parliament, which extended the time period of maternity leave for women from 12 weeks to 26 weeks. The decision made an old question rear its head again, of whether paternity leave should also be recognized by the Indian government. Lately, various private companies have introduced the concept of paternity leave for their employees.

Drawing on to the existing rationale behind the maternity benefits bill recently passed, this paper analyzes the potential impacts of inserting a provision for paternity leave in India on firms and society.

Keywords: Paternity Benefits, Gender Equality, Gender Nonconformist, Gender Inclusion, Gender Stereotype, Corporate Social Responsibility