The day my twin sons were born was the happiest of my life. There is one thing I regret, though: the conference call I was wrapping up with my executive team as I raced through the hospital doors.
I’m a CEO and a Working Dad. Here’s What I Wish I Did Differently.
While employers are increasingly offering paid paternity leave benefits, most new dads take less time than they are allowed, and 70 percent of those who do take leave return to work in 10 days or fewer. Why? A large part of the problem is culture, which leaves most fathers feeling unsupported by leadership in their decision to take paternity leave. Simply providing benefits isn’t enough — leaders and managers must commit to fostering a dad-friendly work culture. They must be cognizant of the attitudes and behaviors that create a stressful culture for working parents. They should be vulnerable, honest, and empathetic about their own lives as working parents. Most of all they should model that they too use paternity leave, backup care, and flexible work schedules. Organizations that commit to a dad-friendly culture will see positive halo effects that benefit working mothers, further gender equality, and improve retention.