How Marissa Mayer's Maternity Decision Affects Young Women -- Whether She Likes It Or Not
For the past 24 hours, one topic has all but taken over my emails, coffee meetings, Twitter direct messages and even my voicemails: Marissa Mayer.
The Yahoo CEO announced yesterday that she plans to take just 14 days of maternity leave in December after the birth of her identical twin girls. As the founding writer of The Broadsheet, Fortune’s daily newsletter on women in business, everyone was asking me for my take on the news. “Can you believe the example she is setting?” “What woman would ever work at Yahoo after this?” and (my personal favorite) “Is Marissa even human?” are just a few of the many questions that have been sent my way through various channels.
As a 25-year-old who still has the freedom of making decisions sans baby (nonetheless sans one toddler and two twins on the way), I by no means am an expert on this topic. I can't -- nor do I want to -- tell her how to parent. But I can tell you how Mayer’s decision affects me and, whether she likes it or not, affects the countless other young American women striving to attain what she has in their careers.
First, let’s start with some facts: There are just 25 female CEOs in the Fortune 500 and 27 in the other half of the Fortune 1000. While these numbers have mostly risen for the past decade and a half, the pace has been modest at best. Since the uptick of females in the C-Suite has been so slow, the likes of GM’s Mary Barra, Pepsi’s Indra Nooyi, HP’s Meg Whitman and others find themselves in the spotlight more often than they undoubtedly would like. This couldn’t be more true when it comes to the topic of being a working mother. When Nooyi declared that woman really can’t have it all, the Internet exploded. When Matt Lauer asked Barra on the Today Show if she could run GM and be a good mother, people were talking for weeks.
Simply put: There are very few women tackling the demanding task of running one of the world’s largest corporations while having a family, so everyone is watching them do it. Mayer, as the embattled CEO of Yahoo at the relatively young age of 40, is watched the most. That’s what makes her announcement yesterday standout. As my former colleague Dan Primack pointed out in a friendly Twitter battle we got into yesterday, as the CEO of a major corporation Mayer is expected to announce her maternity plans.
Fair enough. But Mayer’s failure to acknowledge that such a short maternity leave is uncommon for working women is where I think she went wrong.
In her statement on Tumblr, Mayer made the two-week leave seem normal. “Since my pregnancy has been healthy and uncomplicated and since this is a unique time in Yahoo’s transformation, I plan to approach the pregnancy and delivery as I did with my son three years ago, taking limited time away and working throughout,” she writes. This sends a signal to her colleagues as well as expecting moms everywhere that if you also have a “healthy and uncomplicated” pregnancy, two weeks away is just fine. It also sends a signal to young female professionals that if you want to take more than two weeks off when you have a kid, perhaps the C-Suite isn’t for you. Yes, Yahoo has a very generous paternity policy, but culture is set at the top. Mayer -- like a boss who always misses his son's softball games and sends emails throughout the weekend -- is setting an inflexible culture.
This isn’t the first time that Mayer has refused to put any emphasis on her non-negotiable status as an influential female CEO. In 2013, AOL’s MAKERs asked her if she considered herself a feminist and she promptly responded no. “I certainly believe in equal rights and I believe that women are just as capable... but I don’t have the chip on the shoulder that comes with that,” she said. Perhaps Mayer believes that by not admitting that her maternity plans are abnormal she is ignoring that perceived “chip on the shoulder” that women in business carry. Yet what she is missing is that by ignoring it, she is in some ways furthering the problem: She is making what she attained look unrealistic and perhaps deterring young women from aspiring to be CEOs.
Do I think it’s fair that the decisions Mayer and other female CEOs make are scrutinized differently? Certainly not. But in 2015, this is the reality that we find ourselves in. It wasn’t until 1998 that young American women like myself had any female CEOs in the Fortune 1000 to look up to. Now, we have 52. Mayer, whether she likes it or not, is one of them. I am not advocating that she take more time off to appease the masses and I am certainly not encouraging her to hide her plans. What I am hoping is that she begins to understand that aspiring young career women like me are watching and taking copious notes. If she doesn’t, I fear the slow rise of women we have joining her in the C-Suite will continue along at this dismally slow rate.
For more news from LinkedIn's New Economy Editor Caroline Fairchild, click the follow button at the top of this post and follow her on Twitter here.
Strategic Commercial Planning, Business/Corporate Development Advisory
8yI am not sure that Miss Fairchild possesses the experience or perspective to pen this article. Two things. First, she neglected to do the research to learn of the changes Mrs. Mayer made to her office suite when she had her first child. That being, the addition of a small nursery suite so he baby could be at work with her. Of course, back then, the feminist writers criticized her for having an office accommodation not available to women working in her company. And, Miss Fairchild missed the extensive on-site day care benefit for Yahoo employees and their children. Second. Miss Fairchild is part of the generation which has been indoctrinated to believe the companies for which they work owe them more than an honest wage, aka the 'union' mentality. Benefits are just that....benefits. Companies use to offer them as incentives to retain employees; if one did not like the benefits, change companies. The free market rightly allowed benefits to become part of an overall salary package offering, and companies competed for employees accordingly. That is the way it worked in the early 80s when I joined the workforce. However, now the government has (again) interceded in areas where they do not belong. Hence, 12 weeks of maternity (instead of 6), paternity benefits, and all the rest. Ironically, it is the liberal values (an oxymoron, BTW) of the left-leaning of our country that have led to the epidemic of single-parent homes...a culture that truly has negative impact on children. As another commenter noted, it is a matter of personal choice. If you choose to work and not stay at home with your children, that meant you had 6 weeks maternity. Period. In those days, Dads would work harder or take on extra work to address the income gap, knowing that the benefit conferred was the most noble of professions....the stay-at-home Mom with her children. Again, in my day, long before the children were conceived, two parents would make the right economic decisions to allow them to then make the right personal decisions for their children. Its called planning, and in some cases it required sacrifice. Todays' generation does not want to sacrifice any of their 'nice to haves', and instead believe the government should solve the problems that arose from the incorrect personal choices, in turn placing extra-ordinary burden on employers and business owners.
Broadcast Media Professional
8yI was born in Nottingham and addopted by the age of 6 months old but I can only remember being taken from Nottingham to Derby in 1967 that was when most women stayed at home here in England UK
Interior Design, Redesign, Color Expert, and Home Staging Professional with certifications in all.
8yI think she's in for a rude awakening. Some people can pull this off, but I also would like to know what her physician would say about this. Babies need bonding times with their mothers as well. I think that being in her position, she is kind of setting the standard now for what the other execs in her company would expect from women from now on.
Operation Head, National @ SilverGenie | Leading Smart Ageing Start-up
8yPrioritization is dependent on a individual. Joining back after delivery completely a prerogative of the individual female based on the priority she has. Hence we should understand our Priority with responsibility and take the decisions.As for Yahoo CEO joining after 14 days or earlier or later is and should be taken a just one of case. Making it a a discussion topic from my point of view is a wasteful exercise.