Involved Fatherhood and the Career in Aotearoa

Abstract

Fatherhood in Aotearoa has been changing, and fathers are no longer judged only on their ability to provide financially for their families (Hohmann-Marriott & McMath, 2012). Legislation increases in the cost of living, the number of women in the workplace, and the influence of traditional values have contributed to this change (Hohmann-Marriott & McMath, 2012; McAllister et al., 2021). Little is known however, about involved fatherhood and how this impacts the career. Traditionally the domain of women, fathers are increasingly expected to be involved in the hands-on care and emotional, physical and social needs of their children (Hohmann-Marriott & McMath, 2012; Bataille & Hyland, 2023). Typically, women have experienced significant negative impacts on their careers due to the demands of motherhood and the stereotypes around how this impacts them, these include receiving lower wages, slower career progression, and feelings of less visibility in their teams (Baker, 2012; Lyonette, 2015; Pertold-Gebicka, 2020). The impacts of highly involved fatherhood on the career and how these impacts compare to those typically experienced by women is a gap in the existing body of literature.

This research aimed to understand the experiences of involved fathers balancing fatherhood and their career, and comparing them to those typically experienced by women. It will also look at how organisations can, and are, supporting fathers through this period. To understand this, fathers were interviewed who were actively employed, utilising flexible work practices to manage fatherhood, and who self-identified as highly involved, and the themes from these interviews were identified and analysed.

This study identified several short-term impacts on men's career experiences due to involved fatherhood. These included anxiety around changing roles, less visibility within their organisations, and potential effects on promotion. However, positive experiences like being seen as more serious, ready for promotion and finding it more accessible to build connections with other fathers in the work environment were also present. Fathers did not expect the adverse effects of fatherhood to have a substantial long-term impact on their careers. Instead, they were seen as a consequence of decreased career focus and time associated with raising younger children. These were thought to pass once children were older and demanded less time and care from parents. Manager and team support was the most significant factor in successfully balancing work and fatherhood, followed by organisational supports such as parental leave and flexible work policies.