We are often lectured about the importance of the family in today's society. Many experts also underline the necessity of achieving a healthy work-life balance in this excessively frenzied lifestyle we lead. Sadly, this balance is even more undermined when it comes to women.
Compared to other European countries, Malta has one of the lowest levels of participation rate in the labour market. Yet, each year more women are opting to enter the workplace. For many, the choice of jobs is more likely based on factors other than pay.
Although some shifting of gender roles has happened, women remain overwhelmingly the primary carers of children. Whether we like it or not, women take more time off and work fewer hours often due to the unequal distribution of childcare, work, domestic labour and other family issues that tend to become a woman's responsibility as per the gender roles assigned by society. There are a myriad of issues surrounding this particular subject, among them work conditions, pay structures, career opportunities and glass ceilings that women often have to breach to better their positions. One specific topic that often comes up for discussion is that of parental leave.
Only a few days ago, the European Commission warned Malta about its delay in amending its law on parental leave. The Commission did not mince its words. There are far too many loopholes that allow businesses to postpone, if not refuse outright, granting proper parental leave to their employees. Furthermore, the Commission has called on Malta to enact these changes within the next two months.
Predictably, the Malta Employers' Association was quick to respond. It suggested that such changes are untenable. It cited management problems, sustainability and insisted on flexibility. It even spoke of unrealistic laws.
The situation faces a stalemate. But, one asks, is parental leave such an improbable obligation after all. How does Malta truly fare compared with other European countries in terms of parental leave structures?
The parental leave laws around Europe diverge immensely. The Nordic countries remain leaders in providing generous parental leave support. Countries such as Sweden and Norway offer from 16 months to 52 weeks of paid parental leave. They encourage greater paternal involvement in child rearing, insisting (in the case of Sweden) that at least two months are used by the "minority" parent, in practice, usually the father. The costs are shared between the employer and the state.
The United Kingdom also has a generous structure. Female employees are entitled to 52 weeks of maternity leave of which 39 are paid.
Estonia, the Czech Republic, Bulgaria, Ireland and Italy are among those countries that give extended periods of parental leave.
It is countries like Switzerland, Luxembourg, Holland, France and Germany that promote an average of 16 weeks.
Malta, along with Liechtenstein, remains among the countries that have the least parental leave (in the case of Liechtenstein eight weeks and Malta 15). Incidentally, the United States is one of only five countries in the world that does not guarantee some form of paid maternity leave.
As such, our own structure is, on average, comparable to quite a large number of countries. Our situation changes when, in reality, private enterprises do not respect the minimum ascribed by law. This is the bone of contention. Surely, it follows that if we are not to pay lip service to the need to preserve the family then this situation must be remedied as quickly as possible.
Clearly, this is not simply a gender issue. The expansion of our economy requires more women in the workforce. Going by the Lisbon Treaty targets, it is estimated that upwards of 56,000 jobs have to be generated if we are to reach our full potential as a country. This is an increase of 35 per cent on the present numbers. Yet, the number of women in the labour market remains sluggish.
Presently, in Malta, there are twice as many women who are unemployed or inactive when compared to their male counterparts. If we were to compare our rate of female employment with that of the UK, the disparity looks even larger. While about 35 per cent are employed in Malta, the figure for the UK is double at 70 per cent. The implications of this are manifold. We have a very long way to go to achieve these ambitious figures but certainly this would not be impossible.
It will be interesting to observe how these changes in parental leave laws will pan out. Clearly, small businesses will be unable to cope financially with any excessive conditions, especially given the prevailing economic climate. It is abundantly clear that the state must have a pivotal role in designing some sustainable structure. Not only will this continue to truly promote the interests of the family but it will also aid in highlighting even more the need for more women to participate actively in the economic building of our country.
info@carolinegalea.com