Adapt to She-Power
Do you actually think a leave of three months is good enough for a woman executive to get back to her career leaving her new-born in the hands of a nanny?
Unfortunately many companies continue to feel a twelve-week leave is more than enough. They do not think about the support systems or about the adjustments a woman has to make after giving birth to a child. The Result? They lose their women executives.
Harleen Arora, a senior executive with a multinational bank quit her post when her request for more than those twelve weeks of maternity leave by the content management firm she was working for, was unceremoniously turned down. It has been two years now and she regrets her decision. She thinks she could have tried to retain her job by negotiating with her boss, rather than giving in to her personal circumstances.
Meenakshi, another 26 year old executive, found herself in the same situation after giving birth to her child.
In fact 48 per cent of the women in India have to give up their careers in the mid-way owing to their family responsibilities. Those who donâ€™t give up, end up taking too many leaves to care for their children and assume their family responsibilities. This will in turn affect their appraisal prospects and promotions.
In some way this affects the companies too. Not only do they lose talent, they will have to spend extra time and money on recruiting new people and training them to fill up the positions. Even after doing so, the new employees may or may not be able to contribute much towards the profitability and the success of the company, the way the previous employees did.