As a student passionate about Reproductive Justice, the importance of comprehensive paid parental leave for the well-being of families cannot be overstated. Regrettably, Brown University’s current parental leave policy, offering only six weeks of paid leave, has come under scrutiny for being woefully inadequate. There is a growing demand for the university to adopt a more inclusive approach that benefits all members of its community. This call includes proposing an extension to six months of paid parental leave, an additional six months of paid lactation breaks, and the introduction of child care subsidies, with benefits of up to $13,000 based on income.
The significance of parental leave in promoting positive infant health outcomes has been well-documented. A study from 2005 highlighted that a mere 10-week extension of paid leave led to a remarkable 4.1% decrease in post-neonatal mortality rates. Enhanced health outcomes may be attributed to factors such as higher rates of immunization, as rigid work schedules often hinder parents from obtaining childhood vaccinations. Additionally, a global study in 2012 spanning 185 countries demonstrated a correlation between increased weeks of paid leave and a substantial 22% to 25% rise in polio and measles vaccination rates. Furthermore, extended parental leave contributes to higher rates of breastfeeding and chestfeeding, known to promote overall infant health. Aligning with UNICEF’s recommendation of up to six months of leave could be the key to ensuring the health and well-being of infants.
Brown’s current parental leave policy not only falls short in terms of adequacy but also faces allegations of discrimination. Historically, financial pressure to return to work has disproportionately affected low-income families, depriving them of the opportunity to provide breastfeeding and chestfeeding support to their children. This issue is closely tied to the intersection of race and class in the United States, with communities of color experiencing lower rates of chestfeeding compared to white communities. This disparity negatively impacts the health of newborns of color, particularly Black newborns. In light of this, a revised policy at Brown must not only extend paid family leave but also introduce an additional six months of paid at-work lactation breaks, challenging the national trend that disproportionately affects women of color.
Critics of expanding Brown’s policy may point to the Rhode Island Parental and Family Medical Leave Act, which allows employees to extend their parental leave by seven weeks without pay. However, unpaid leave does little to foster positive health outcomes for parents or vulnerable children. Hourly staff members, who constitute a significant portion of the workforce at Brown, often receive lower compensation, making the option to extend unpaid leave impractical for many. Given that the average cost of infant care in Rhode Island stands at $13,696 annually, only a select group of well-compensated individuals, likely of white demographic, can afford to extend their leave beyond the initial paid six weeks. Introducing a $13,000 stipend for child care in addition to paid leave would ensure that all parents are financially prepared for these new expenses, in addition to their existing cost of living. In light of the historical context linking gynecology, obstetrics, enslavement, and racially discriminatory healthcare, Brown’s current policy that disproportionately affects women of color is not only uninformed but also racially biased.
Furthermore, it is essential to consider the historical context of government policies affecting communities of color, particularly Indigenous and Black parents. While distinct in magnitude and impact, the fear of missing a paycheck compels many women of color employed by Brown to return to work after just six weeks—precisely when babies are starting to socially engage.
The positive impact of extending paid parental leave on the well-being of all parents cannot be underestimated. A 2019 study revealed that parents who return to work at least 12 weeks after childbirth experience fewer depressive symptoms compared to those who return sooner. Extended parental leave also improves physical health; in Norway, a four-week extension resulted in reduced pain levels and increased rates of exercise among new parents. Comprehensive paid parental leave policies have been proven to save lives and promote well-being. Maintaining a policy that falls short of these standards is not only unreasonable but also insensitive.
Opponents of an expanded leave policy may argue that it would place a significant financial burden on Brown University. However, such resistance overlooks the bigger picture. Employers, regardless of income levels, have consistently found that comprehensive paid leave reduces attrition rates among female employees and, in one report, even boosted productivity by 70% and morale by over 80%. In essence, when employees feel supported, they are more motivated to excel in their roles.
Brown University, known for its progressive values and commitments to various social causes, must address this issue promptly. The university has the means to make profound changes in the lives of its employed parents and set an example for Reproductive Justice. It is time for students to hold the administration accountable, and it is time for Brown to take concrete steps towards creating an equitable parental leave policy that uplifts all members of its community.
