This Father’s Day, the full impact of paternity leave has come to the fore across Hong Kong. A new survey from Talking Talent, the global coaching consultancy, has revealed that fathers are suffering from a ‘paternity paradox’, with four-in-ten (39%) of fathers believing that taking extended leave has had a detrimental effect on their career. In fact, eight-in-ten (81%) dads in the region feel that their career progression slowed down after having a child. Because of this, more than half (52%) of fathers have taken shorter parental leave than they would have liked.
The survey found that both mothers and fathers not only struggle with deciding how much time to have off, but also find parenthood difficult due to workplace demands. 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 (70%) feel these pressures now negatively impact their ability to be the parent they’d like to be, whilst over half (51%) feel guilty that they don’t spend enough time with their children.
Human resources departments have a key role to play in employees coming back to work. Yet with only four in ten parents in Hong Kong (43%) saying their HR department or line manager was effective in helping with a smooth transition going into, and returning from, paternity leave, there’s still a long way to go. Fathers in particular feel conflicted about they prioritise their time, as they are expected to be the bread winners but also want to be involved with their new-born’s upbringing. But sometimes, even pointing an employee in the right direction for support can be hugely beneficial. More than half (51%) of men surveyed across AsiaPac said they would have valued receiving specialist coaching on managing the transition to becoming a working parent from someone outside their organisation.
“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.
Paul Arkwright
Publisher
