As part of IWD 2020, SheSays have launched #SpamForEquality, campaigning for equalparentalleave.com, inviting CEOs to pledge to review their paid parental leave policies by International Women’s Day 2021.
In a recent survey conducted by SheSays, 9 out of 10 people believe that men and women should take time out to care for their family, but only 2% of men actually do. Although the government recently introduced the Shared Parental Leave policy, it’s complicated and, as SheSays reveals, often only offers men statutory pay, which perpetuates the problem. The government also admitted that, nearly three years after it was introduced, around half of the general public are unaware the option exists.
As part of IWD 2020, SheSays have launched #SpamForEquality, campaigning for equalparentalleave.com, inviting CEOs to pledge to review their paid parental leave policies by International Women’s Day 2021.
It is asking those working in the advertising, marketing and media industry to send anonymous automated emails to their CEOs. Each time an employee enters their CEO’s name on the website, an automated email will be sent to the CEO in question asking that they take steps to reviewing their policy. A number of companies already offer equal paid parental leave including Aviva, Spotify and Diageo.
Because in a system that treats men, women, and same sex couples differently when they become parents, how can we not have unconscious hiring, promotional bias and many other equality issues?
Joyce Kremer
Currently contractually most companies grant fathers two weeks parental leave and mothers 22 weeks, explained Joyce Kremer, SheSays President for 2020 at a recent event exploring unconscious bias hosted by Ogilvy UK. This inequality is a problem, said Kremer; as such believes that it is a “vicious cycle we’re all caught up in; we need better policies.”
Kremer also feels that with IWD 2020’s theme being #EachForEqual, SheSays wanted to create a campaign with lasting impact, “Because in a system that treats men, women, and same sex couples differently when they become parents, how can we not have unconscious hiring, promotional bias and many other equality issues?”
#SpamForEquality invites everyone to get involved, to take ownership of the issue and push those in positions in power to bring about change. It’s an example of an organisation using IWD to have long-term impact on the lives of both men and women alike. Because equality will benefit everyone and, although IWD should celebrate just how far women have come, it should also be a reminder of how much there is still to do.
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