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As one reader's comment notes below, we failed to include the context for this week's poll question. Here's the text that should have accompanied the question: As reported by Senior Writer Laurie Schreiber in her Dec. 11 Mainebiz story “Gender disparity: Employers aim for equality, but differences persist,” women who take a break from their careers to raise a child often miss out on advancement opportunities and progressively higher pay when they return to the workplace. Allowing stay-at-home mothers to telecommute is one proactive policy highlighted in the story. Another is to regularly conduct salary audits in order to proactively monitor and address gender-based pay differences that can occur when women who've taken a sabbatical are required to disclose a prior salary that might have been from a decade ago.
Does your company have policies to minimize a woman’s loss of professional status resulting from her decision to be a stay-at-home mother?
Comments

12/13/17 AT 12:27 PM
Our policy is to create a work environment that accommodates women and men's needs to provide care for their families. As children grow up their parents' time at home changes with more in-office work. We see this as a logical and healthy approach to business.

12/13/17 AT 12:02 PM
I'm not even sure what that means. If a woman chooses to leave a job to be a stay-at-home Mom, what sort of professional status would she be maintaining? Are you asking if her past professional experience should be considered relevant if she later re-enters the workforce? Yes, I think it should. Are you asking that if a woman should decide to take a temporary maternity leave, should she be considered for raises, promotions, etc... as equally as her non-stay-at-home or male counterparts? Then yes, she should receive the same consideration as any other candidate.
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