Theresa Pang International Women's Day
We proud to be supporting International Women's Day 2020. International Women’s Day celebrates the social, economic, cultural and political achievements of women. Whilst we all know that gender parity within the workplace has improved over the past decades, we all also know that there is still a long way to go.
How do you think parental leave should be approached in 2020?
Flexibility is key to parental leave. Enabling parents to determine how best to share leave and parenting responsibilities between them acknowledges and supports the diversity of family structures and of our workplaces. I remember a law partner advising me (after the birth of his third child) that he was most needed after the initial flurry of the first few weeks of extended family visiting. So he remained at work during the first few weeks, then took his parental leave once the visitors had gone. For both parental leave soon after the baby is born, as well as for on-going childcare responsibilities, facilitating flexibility is so important. We need to continue to explore and advocate for more varied approaches to parental leave generally and to empower parents to make these decisions in order to best balance their work and family lives.
Do you feel social media has influenced a positive shift change for female leadership?
I think there are a lot of success stories in social media for women, a lot of which fly under the radar. But quietly and in their own way, lots of women-only online forums and networks have been established and are thriving. Women-in-tech groups, mum support groups - these online networks are invaluable. I am a member of a ‘lawyer mums’ Facebook group which discusses everything from financial expert witness recommendations to offers of a quiet room in the CBD for a barrister to do some quick breast pumping in between court sessions! These networks are helping support women in a more connected way than has ever been in the past.
Please note that all commentary and opinions provided are those of the individual, and not the organisation/company they are employed by.