Systemic Change of Equal Benefits to Men
Systemic Change of Equal Benefits to Men, Women Needed to Overcome Mindsets
Men for change - (Women Icons Network)
Gender equality must start from home before it can truly take root in the workplace. The attitudes, expectations, and unconscious biases that shape how men and women show up professionally are often formed long before either enters the workforce. If we want meaningful and lasting change, we must first redefine what shared responsibility looks like inside the home. And in order for men to be better partners in household responsibilities, they need the right structures, support, and incentives that allow them to participate fully — not just in theory, but in practice.
One critical element of this is paternity leave. Empathy, understanding, and equal opportunity begin with giving men the time and space to be present fathers. Taking the example of Singapore, where paternity leave is currently two weeks while maternity leave is four months, the imbalance unintentionally reinforces outdated narratives. Policies like this send a subconscious message: men are expected to return to work almost immediately after childbirth, while women are encouraged — or assumed — to carry the majority of caregiving responsibilities.
This disparity shapes behaviour in subtle yet powerful ways. For many men, the message is that their primary role continues to be that of the breadwinner. They may feel pressured to prioritise their career, reduce involvement at home, and step back from early bonding opportunities with their child. Meanwhile, women receive the opposite message: that they are expected to step away from their career for extended periods to take on the heavier caregiving load, even when both partners may wish to share responsibilities equally.
When such norms become ingrained, they follow individuals into the workplace. Women may be overlooked for leadership roles because employers assume their caregiving commitments will limit their availability. Men, on the other hand, may be discouraged from requesting flexible work arrangements out of fear of social judgment or career penalties. These patterns reinforce systemic inequalities that hurt both genders.
If we want women to thrive professionally, we must also empower men to participate fully at home — without guilt, stigma, or penalty. True gender equality is not a women’s issue; it is a collective societal responsibility that requires men to be active allies and co-creators of change.
This shift begins with policy, but it must extend into culture, leadership behaviour, and day-to-day expectations.
Read the full article of Systemic Change of Equal Benefits to Men, Women Needed to Overcome Mindsets by Women Icons Network here!
