Maternity leave can be a career impediment

The gender imbalance in topmost researcher positions and management positions is a common problem for Danish universities, including Aalborg University. A 2017 analysis by Aalborg University’s Centre for Equality, Diversity and Gender (EDGE) points out that maternity leave can create structural barriers especially for junior female researchers.

Maternity leave often lasts longer for women than for men. This means that women in particular fall behind in their careers. In some cases, maternity leave may mean lost opportunities for further employment; likewise it can be difficult to keep up to date with projects, publications, etc., during maternity leave.

In addition, both mothers and fathers have a greater desire for a sensible work-life balance after maternity or parental leave given their new life situation. If it is not possible to achieve this balance, in some cases maternity or parental leave may lead to a job change, thus forgoing an academic career. The new measures are aimed at parents and thus also aim to challenge existing gender stereotypes and increase fathers' incentives to take parental leave.

New maternity leave measures to retain staff

Therefore, Aalborg University is introducing new maternity measures to: 

• Contribute to staff member retention at a life stage that may lead to opting out of an academic career
• Create dialogue between the manager and the staff member about work-life balance
• Ensure a smooth transition from work to maternity leave and from maternity leave to work
• Challenge gender stereotypes and increase incentives to take parental leave regardless of gender

Interviews and option of flexible working conditions

The new maternity leave measures include:

• Mandatory maternity and parental leave interviews for all staff members – before, possibly during, and after the leave
• Possibility of partial teaching-free or research-free semester
• Possibility of extending the postdoc or assistant professor position by up to one year (in addition to the legal requirement to extend temporary employment)
• Increased opportunity for flexible working conditions such as working from home

The mandatory interviews between the staff member and the manager, before, possibly during and again after the maternity leave, provide a framework for relevant clarifications, including discussions of work tasks. The interviews must also be supported by a toolbox with tools that enable managers to ensure the staff member a good transition from work to maternity or parental leave and from maternity or parental leave to work again.

See video guide for managers (danish):