Indore (Madhya Pradesh): The importance of paternity leave as a family-friendly policy (FFP) in fostering gender equality, enhancing organisational appeal and shaping workplace culture is often overlooked, according to a study by Indian Institute of Management Indore.
The researcher, Prof Aditya Billore, critiques the gendered norms that define caregiving and breadwinning roles, emphasising the potential of paternity leave to redefine societal and workplace dynamics.
The study highlights that majority of family-friendly policies (FFPs) are directed towards women, specifically in India. FFPs are human resource practices aimed at supporting employees to assuage the conflict between work and family.
For example, the Government of India through an amendment had increased the maternity leave entitlement from 12 weeks to 26 weeks in 2017 instead of passing the paternity bill proposed in the same year.
Organisational advantage of paternity leave
Billore argues that paid paternity leave can serve as a strategic tool for organisations aiming to attract and retain top talent. “As organisations are putting more effort into attracting and retaining talent, it is essential to be aware of what factors guide the selection of an organization by an individual.
Because applicants possess limited information about an organization at the time of recruitment, they interpret factors like paternity leave policy as a sign of the values and culture of the organization. Even small information about the employer that conveys support and commitment to FFPs can substantially influence the perception of value fit favourably.
Thus, the potential of the organization as a suitable place to work is positively appraised if the organization is perceived to be supportive,” the study reads.
The findings suggest that organisations offering paternity leave are more likely to attract not only fathers but also individuals anticipating future caregiving responsibilities, including women. Such policies, according to the research, positively influence employees’ perceptions of workplace culture, increase engagement and boost retention rates.
Beyond recruitment: Broader impacts of FFPs
The study highlights the ripple effects of FFPs like paternity leave. Beyond recruitment, paternity leave can positively influence the perceptions of multiple stakeholders, such as investors. The ability to attract and retain talent, according to the study, is one of the top five nonfinancial factors considered in rating the attractiveness of a firm’s stock.
Therefore, if offering benefits like paternity leave can attract and retain talent, it might result in a positive spillover to the other domains. Moreover, normalising paternity leave challenges entrenched gender norms and legitimises the concept of “working fathers”. This shift can have profound societal implications, promoting shared caregiving responsibilities and reducing the stigma around male caregiving.
Addressing employer concerns
While employers are not keen to offer paternity leave because of the cost associated with it, the study argues that the costs are expected to be balanced out by increased employee engagement and retention. “Firms that have started developing a supportive culture by adopting FFPs can build a sustainable competitive advantage for themselves since it takes time to build a culture. Such insights have potential implications for policy change both at the local and regional levels,” Billore states.
A call to action
The study concludes that paternity leave is not merely a benefit but a critical driver of organisational and cultural transformation. As India undergoes a slow but significant social shift toward gender equality, organisations have a unique opportunity to lead the change by adopting and promoting FFPs. As Billore states, “Culture follows conduct. Organisations can play a pivotal role in redefining fatherhood, normalising caregiving roles for men, and creating workplaces that truly support all employees.”
