In a world where gender inequality has existed for generation after generation it is to no surprise that it’s still a popular topic to this very day. While the media mainly focuses on subjects like, income inequality, and equal opportunities for both genders, it has forgotten about the discrimination that nearly all woman face because of their maternal right to give birth. For a country that has been a world leaders in woman’s rights, allowing the first woman to vote all the way back in 1893 (Ministry for Culture and Heritage, 2016), it is surprising to still find this discrimination against woman’s right to give birth to our future generation 100 plus years later. To resolve this it’s important to understand why this is still happening and
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With laws becoming more and more in favour of parents and getting more rights and time off its discouraging employers to want to hire young woman as the cost to the company becomes more and more. It becomes harder for companies to hire potential new families or potential mothers to be. Some concerns of employers are trying to cover people in skilled or important jobs for only 6 months when training can take up to months. They can always have problems if the replacement is better than the original employee, which can encourage them to find ways to fire the mother on leave. Mother can often return to work stressed out, tired, focused on their children, lacking motivation or requiring further training to catch up on knowledge lost or needed to stay up to the required expected level of work. It’s for that reason that workplaces are discouraging the further rulings in favour of extended leave for new parents as the discrimination laws get tougher and tougher as parents seek further rights to extend their leave. This is creating a wider and wider gab between the two groups resulting in great dissatisfaction and stress for the two …show more content…
Netflix, google and Facebook have all recently made changes to their maternity and paternity leave schemes to help entice employees to stay with their company. Google states that increasing their paid maternity leave to 18 weeks from 12 and their paternity paid leave from 7 weeks to 12 their staff turnover of new mums decreased by 50% which helped increase their bottom line. It help stop the high cost of turnover and the loss of skilled workers, their specific expertise and that they come back revitalised rather than stressed and worried and not focusing on work (Gitau, 2015). While Netflix is allowing new mothers and father to take up to a year off fully paid to be with their new born in a game changing precedent, except for its DVD division (Gitau, 2015). If google, Facebook and other large companies can improve their bottom line by helping new parents and attracting higher skilled staff because of it then so can New Zealand companies and should be taken into consideration by New Zealand
With laws becoming more and more in favour of parents and getting more rights and time off its discouraging employers to want to hire young woman as the cost to the company becomes more and more. It becomes harder for companies to hire potential new families or potential mothers to be. Some concerns of employers are trying to cover people in skilled or important jobs for only 6 months when training can take up to months. They can always have problems if the replacement is better than the original employee, which can encourage them to find ways to fire the mother on leave. Mother can often return to work stressed out, tired, focused on their children, lacking motivation or requiring further training to catch up on knowledge lost or needed to stay up to the required expected level of work. It’s for that reason that workplaces are discouraging the further rulings in favour of extended leave for new parents as the discrimination laws get tougher and tougher as parents seek further rights to extend their leave. This is creating a wider and wider gab between the two groups resulting in great dissatisfaction and stress for the two …show more content…
Netflix, google and Facebook have all recently made changes to their maternity and paternity leave schemes to help entice employees to stay with their company. Google states that increasing their paid maternity leave to 18 weeks from 12 and their paternity paid leave from 7 weeks to 12 their staff turnover of new mums decreased by 50% which helped increase their bottom line. It help stop the high cost of turnover and the loss of skilled workers, their specific expertise and that they come back revitalised rather than stressed and worried and not focusing on work (Gitau, 2015). While Netflix is allowing new mothers and father to take up to a year off fully paid to be with their new born in a game changing precedent, except for its DVD division (Gitau, 2015). If google, Facebook and other large companies can improve their bottom line by helping new parents and attracting higher skilled staff because of it then so can New Zealand companies and should be taken into consideration by New Zealand