Note from Jeremy: This is a guest post by Margaret Kosmala, a postdoc in Organismal and Evolutionary Biology at Harvard.
Sorry for bringing you down the past couple Mondays. I’d like to stress that not all university parental leave policies are bad. Indeed, someone commented that her university leave was better than her leave at her former employer, a non-profit. The issue is that there’s so much variation and that leave policies are hidden and not well known. One of my goals is to bring this information out into the daylight.
Simon Goring tweets:
And this, I think, is a very good question. How many grad students are sitting around with multiple postdoc offers? It’s not likely that postdoc parents-to-be are going to choose their positions based on parental leave.
Instead, I hope these posts open the eyes of PIs and administrators. If you’re a PI hiring a postdoc, you should know what your parental leave policies are at your institution. Full stop. If they’re good, you can advertise that fact. If they’re not, then you should prepare a lab policy for what happens when a postdoc has a baby. Because if you hire postdocs regularly, sooner or later one will.
“But wait,” I hear some of you arguing, “in my lab it doesn’t really matter what the formal policies are. Postdocs just take the leave they need and our PI is fine with that.” Or: “our department is really family friendly and I can’t imagine postdocs being fired for not coming in after a baby.”
I want to argue that formal policies are really, really important. Without them, it becomes incumbent upon each parent (and especially mothers) to negotiate their own leave and accommodations (like working from home). What that means is that everyone is not treated equally and some are treated unfairly. I’ve heard and read a steady stream of horrible stories since I was pregnant for the first time in 2009 about the difficulty of women who are having babies being accommodated by their institutions.
Even mine has a murky lining. Yes, Harvard grants 12 weeks of maternity leave (great!). But what’s lost in the small print is that 4 of those weeks are “parental leave,” which is paid for “by the funding mechanism that normally pays the parent’s salary.” In my case, that’s an NSF grant. But NSF does not allow grant money to be used for maternity leave. (After all, with a 50% overhead, parental leave OUGHT to be coming out of fringe.) I had to point out the fact that they couldn’t use my PI’s NSF grant to pay me for parental leave, because neither my PI nor the administrator in charge of managing my leave knew it! But Harvard the University doesn’t have a fund for parental leave. So where does the pay for my paid leave come from? In the end, I believe they raided my PI’s start-up funds to pay for my 4 weeks of parental leave. (Although I’m still trying to confirm that.)
My PI is thrilled.
And that brings to my final point, and maybe the most important. It’s not the raw numbers that really matter. It’s the difficult decisions, the straining of interpersonal relationships, the feelings of moral and ethical unease, the emotional turbulence that really push women (and men) who become parents to leave academia in the end.
A while ago, a friend wrote to me:
I just started my postdoc and got pregnant soon after. I’m starting to feel SUPER guilty. My poor boss, hiring a new postdoc and then having me lose half of my productivity for the first trimester, with the promise of a completely unproductive field season after the baby is born!
This here is the problem. My smart and talented friend should not be made to feel guilty by the academic system just because she wants to do a very normal thing and have a family. This, Academia, you need to address. First, by having formal parental leave policies so new moms and dads don’t feel like they’re shirking their duties or scamming their employers when they take extended leave to have children. Second, by addressing the very real difficulties faced by PIs when postdocs need to take extended leave (for whatever reason).