Why Childcare? (A Collection) | PAAL

WORK HOURS

“The study [from Welch’s] looked at 2,000 U.S. moms with children aged 5 to 12 and found that they were working 14-hour days. On average, these working mamas clocked in at 6:23 a.m. and ended their motherly duties at 8:31 p.m. As a result of busy daily routines, moms rely heavily on a specific lifesavers…having a reliable babysitter…”
– Huffington Post, “Study Finds Moms Work Nearly 100 Hours Per Week”

GENDER PAY GAP

“A final main factor could be birthrates and strong family leave policies. After controlling for education and labor force experience, researchers have found recently that having children explains much of the remaining wage gap. Women tend to leave the labor force, at least briefly, when they give birth; they also still carry a larger share of childcare duties than men, and therefore have less flexibility to work long hours during the years when children are young.”
– Money, “Here is the Gender Pay Gap in Every State and What Could Be Behind It” 

CHILDCARE AND FLEXIBLE WORK

“Subsidized child care helps shrink the pay gap by enabling women to spend more time working. There is also evidence that mothers whose employers let them work flexibly or telecommute are less likely to reduce their work hours.”
– The New York Times, “Children Hurt Women’s Earnings, but Not Men’s (Even in Scandinavia)”

THE TIMING OF THE GAP

“The issue, in general, comes down to time. Children require a lot of it, especially in the years before they start school, and mothers spend disproportionately more time than fathers on child care and related responsibilities. This seems to be particularly problematic for women building their careers, when they might have to work hardest and prove themselves most, and less so for women who have already established some seniority or who have not yet started careers.”
The New York Times, “The 10-Year Baby Window That is the Key to the Women’s Pay Gap”

RESULTS OF CHILDCARE ON-SITE

“The solution was not to fix a problem, but to respond to what humans need, including a place to nurse newborns, and later, to provide safe and stimulating child care. The results three decades later are not surprising: 100% of the women who have had children at Patagonia over the past five years have returned to work, significantly higher than the 79% average in the US. About 50% of managers are women, and 50% of the company’s senior leaders are women. ‘It’s a natural outcome of providing this kind of support, not just to working moms but to working dads too,’ Rose Marcario, CEO of Patagonia said.”

– Quartz at Work,“This is What Work-Life Balance Looks Like at A Company with 100% Retention of Moms”


NOMINATE A THEATRE ORGANIZATION OR INSTITUTION WHO PRACTICES PARENT-SUPPORTIVE PRACTICES FOR A PAAL AWARD – A BADGE PROVIDED FOR ALLY ORGS AND INSTITUTIONS:1

 

 


Have advice for parent artists or institutions who want to be more supportive? Submit your words of wisdom here as we collect information for our handbooks for all parents in each discipline:

2


Have you faced discrimination at work because you’re a parent? Feel free to share your story with us anonymously in this digital safe space so we can continue to create solutions and advocate based on the experiences of parent theatre artists:

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PARENT ARTIST ADVOCACY LEAGUE FOR THE PERFORMING ARTS.

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