Talking Talent’s survey found that both mothers and fathers not only struggle with deciding how much time to have
While the idea of taking paternity leave to look after a child is encouraged, some people are cautious because of professional pressures. After having returned to work, over two thirds (68
Human resources departments have a key role to play in employees coming back to work. Yet with only around half of Asia Pacific parents (55
Fathers, in particular, feel conflicted about they prioritise their time, as they are expected to be the breadwinners but also want to be involved with their newborn’s upbringing. But sometimes, even pointing an employee in the right direction for support can be hugely beneficial. More than half (51
“Our findings show that men are now facing a paternity paradox of wanting successful careers and being devoted fathers. They are experiencing the same difficulties that women have encountered for generations when it comes to balancing work and children.
Going back to work after paternity leave shouldn’t – and doesn’t have to – make a new father feel like an outsider, or left behind. By offering effective parent coaching services, human resources departments can ensure both employees and the company are able to manage the transition back into the workplace smoothly,” comments Rachael Jay, Managing Director Asia, Talking Talent.
Read also: Business Should Offer Flexible Working to Achieve Greater D&I