The other side of the coin

The reaction to the report of a study on the costs of maternity and paternity leave indicates there is need to address the issue from a wider perspective.

One must clarify that the primary aim of the controversial European directive on maternity leave is to introduce measures that encourage improvements in the safety and health at work of pregnant workers and those who have recently given birth or are breastfeeding. Another aim is to pave the way for a sharing of family care and work responsibilities by both men and women.

In fact, for the first time, EU gender equality legislation is providing a legal basis for an integrated approach to maternity and parental leave. Recent developments show that European law is evolving from a traditional approach to maternity issues towards an approach that also incorporates paternity topics and, more broadly, matters regarding the reconciliation of family and working life in all types of work.

There is need to avoid narrowing its scope and implications, thus, the importance of a holistic and comprehensive approach to these matters, to see the whole picture and achieve economic and social progress are a priority. In this context, policy makers must consider different needs, competing values and conflicts of interest in issues such as demography (including a low birth rate and a fast growing number of pensioners), labour market needs, accessible and affordable childcare facilities, reconciliation of working, family and private life, the fight against poverty and social exclusion, the best interest of the child, equal opportunities for women and men, solidarity between generations and education and lifelong learning.

Keeping women in the labour market is a priority. Many women leave the labour market because of difficulties in reconciling work and domestic responsibilities. Labour market inequalities make it rational for many women, rather than their male partners, to give up employment to care for children or others. Longer spells of unemployment to reconcile work and maternity can have negative consequences for experience, skills and motivation for re-entry into the labour market.

In the EU, the employment rate of women with dependent children is only 65 per cent compared to 91.7 per cent for men. This can lead to fewer women returning to the labour market after having a child. The EU employment policy promotes a life cycle approach to work, acknowledging that workers have different needs and priorities at different stages of their lives. The gap between women and men with dependent children is also high (19 per cent).

European social partners are seeking ways of addressing these challenges by means of medium- and long-term measures through the recent Framework Agreement on Parental Leave, signed by the European social partners (Businesseurope, Etuc, Ceep and UEAPME) on June 18, 2009. In fact, the revised Directive is based on this agreement, providing for better protection against discrimination and a smoother return to work.

The needs of self-employed workers are also being addressed. We are all aware that SMEs, in the EU and in Malta, are the backbone of our economy. The recent adoption of the Directive on Self-employed Workers and Assisting Spouses, endorsed by EU governments in Brussels on June 7, improves the social protection rights of millions of women in the labour market, boosting female entrepreneurship.

An innovative approach to family-friendly issues geared towards economic growth and competitiveness has been clearly identified as a priority in the EU 2020 Strategy and, more recently, in the first phase of the revised Commission Working Time Directive, not least as a result of studies on the recession resulting from male-dominated decisions.

In line with these developments, there is need for a national policy, a package of family-friendly measures for both the public and private sector while taking into consideration the situation of SMEs. This will ensure a level playing field in the sharing of costs and benefits for maternity and paternity leave by both the private and public sector, offering opportunities for an increase in employment rates. It is undemocratic today to repeatedly come across statements saying that extending maternity leave will be counter-productive to female employment. We need to ensure that adequate conditions are created in order to prevent any new forms of discrimination from arising.

Malta also needs to urgently put in place legislation on temping agencies, in particular to address human resources needs during maternity and paternity leave and start thinking of employing foreigners when the Maltese potential is exhausted.

Raising the employment rate of women is a priority, not least because Malta is committed to the EU 2020 targets of 75 per cent male and female employment. Social protection measures through state social security systems together with non-financial incentives are necessary to cut the costs on the business sector in order to remain competitive.

The private sector needs to be proactive and innovative. Increasing the participation rate of both men and women is a reality we have to face in the interest of parents, children and society.

The challenge for the future is to ensure the competitive edge we are all working for; to seek win-win solutions rather than remain stuck in outdated counter-productive employment policies.

Ms Attard is president of the National Council of Women.