It backs a whirlwind of emotions and moves the family routine. It is an event much expected by parents, but it requires a lot of work and love. These are hours and hours dedicated to that being. Our time becomes his.
As the tie predominantly about women, the allocation of time for this activity changes its routine much more than that of your partner. In addition, the current Brazilian law grants women after the birth of the baby while providing only. This unequal division generates a cost for women in the formal labor market, the so -called maternity penalty. In several countries, after maternity leave, women observe a drop in hours worked, participation and salaries.
According to the study “The Labor Market Consequences of Maternity Leave Policies: Evidence from Brazil”, by, columnist, Sheetand Valdemar Neto, the penalty for maternity in Brazil exists and is high. Women’s employment and salary fall on average 50% and 36%, respectively, 48 months after the birth of the baby. However, the results are heterogeneous in relation to the level of education and certain occupations.
The effects of the penalty in the areas of STEM (Science, Technology, Engineering and Mathematics) are lower than those observed on the overall average. According to the study “Child Penalty in Stem: Evidence from Brazilian Labor Market”, authored by Cecilia Machado, Laísa Rachter, Mariana Stussi and Maria Eduarda Perpetuo, women’s employment and salary fall on average 33% and about 29%, respectively, 48 months after the child’s birth. These areas offer, on average, higher wages, however, the participation of women in the labor market of these occupations is much lower than that of men, about 26%.
Another result found by the authors is that 3.8% of women who were employed in the Stem areas migrate for occupations do not have 12 months after the birth of the baby. This number reaches almost 16% after 48 months. In this case, although they remain employed, these women face another type of penalty, migrating to occupations that, on average, pay less.
There is no magic formula for changing what we observe today in the job market, but there is a long time that can be done to improve this scenario. The adoption of companies, as well as the implementation of a policy against harassment and discrimination, makes the environment more favorable, especially to women. Many are passed on at the time of promotion or excluded from new projects when they return from maternity leave or have small children, or are still subject to negative comments on routine change. Therefore, the posture of the organization in valuing its employees is vital to their permanence in employment.
Finally, the discussion about care must advance in the direction that care is everyone’s responsibility. Bill No. 3,773/2023, which deals with and currently being processed in Congress, is an important step in including parents in this care routine and demystifying the idea that taking care is a exclusively feminine task. Congress must speed up the project approval for the country to advance on this agenda.
As part of the initiative all, the Sheet Gifts women with
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