In California, if you qualify for paid family leave (PFL) you can receive up to six weeks’ worth of wages at a reduced level. You are eligible for about 55% of our average weekly income during this base period. The maximum weekly benefit is $1067. Both parents, as well as same sex domestic partners, can qualify for this leave.
Also the FMLA (family medical leave act) says that you can take 12 weeks of unpaid time and you have to be offered the same job or a similar role when you come back.
That’s a great benefit to living in the state of California. But there’s a catch – your company must employ at least 50 employees within a 75 mile radius in order to qualify for both of these.
When deciding on a job opportunity, I don’t want my potential future childbearing situation to be part of the decision. Maybe that’s naive, but I don’t even know if I can have a child or how long it will take to do so. I might get pregnant the second I start trying or it can take many, many years – and by that time I could have been employed at a smaller company with great success.
Granted, my story reaps of privilege – my income level makes it possible to save (if I continue to rent an apartment anyway) and be able to have gaps in employment without resorting to food stamps. That said, I am a woman who is looking at two job opportunities and I know one will have to give me six weeks off with 55% of my income if I do have a kid at some point while working there, whereas I’d be shit-out-of-luck at the other.
Every – Single – Article I’ve read about negotiating for maternity leave before you’re even pregnant agrees: DON’T.
In short, they say wait until you get pregnant and then deal with it.
While smaller companies aren’t focused on parental leave policies, larger companies in Silicon Valley are making inroads for maternity and paternity leave.
Let’s remember that the U.S. is the only developed country in the world that does not require some kind of paid leave for new mothers. According to the Department of Labor, only 12 percent of private-sector workers have access to it.
In Silicon Valley, small startups offer nothing (or, at best, it’s a case-by-case basis that you can’t predict) while larger tech companies offer significant improvements to enhance their culture, talent acquisition and retention.
Facebook gives 4 months PTO, Google gives 18 paid weeks for moms and 12 for dads, and plenty other well-known firms are coming out at supporters of new parents (Adobe and Netflix have gotten some good PR buzz lately from their policies, certainly helping their recruiting efforts of top talent. Netflix, with it’s buzz-worthy ‘unlimited time off’ policy for paternity leave, is only offering it for the company’s highly-competitive streaming division – which isn’t getting as much buzz but important to point out.)
To be fair to a small startup, losing one employee for a substantial amount of time can be a much bigger challenge when they cannot be replaced temporarily. And life is a balancing act where you’re never fully balanced. You have to make hard choices and sometimes that means giving up a job opportunity for more stability and parental leave or just sucking it up and dealing with losing your job should you need to take a significant amount of time to recover from childbirth and bond with your new child. That’s life, right?
But when you look at the lack of women in tech startups, you should ask yourself if that has something to do with the fact that dudes are running the show and not thinking about what would attract female talent. In a survey of 101 women in Silicon Valley, 61% said they wouldn’t work for a startup or tech company that didn’t have a maternity policy. That pretty much means 61% of women wouldn’t work for a Series A or B startup for this reason alone.
Of 97 tech companies polled, one-quarter offered less than a month of paid leave for new mothers.
One CEO talked to 716 women who left the tech industry about their reason for leaving. Women who successfully negotiated unpaid time off at smaller companies were still expected to work, albeit remotely. I saw this first-hand when a very senior-level executive at my last startup went through her own pregnancy. She’s a rockstar and can hold it together with a lot of competing priorities, but I know she was working at least for part of her maternity leave, and probably a lot more than I even know. And the company was very flexible with her because everyone would agree she’s irreplaceable (or it would be just very challenging to replace her and not worth pushing her out.) What about everyone else who can be replaced?
Of those 716 women surveyed, 465 are not working today. 251 are employed in non-tech jobs and 45 are running their own companies. 625 of those women say they have no plan to return to tech.
And we wonder why there are so few women in tech leadership roles. You can say it’s a choice – and to some extent, it is. But a man doesn’t have to make the choice. A man doesn’t have his body taken over by a child for nine months, and then have to feed that child from his body for many months after that. And as long as startup CEOs don’t acknowledge the need for parental leave, or deal with it on a case-by-case, depends how much we like you basis, women in tech – esp in senior leadership roles – will be few and far between.