Why don't WOHMs fight for better work conditions? Discuss.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

That are very few women pumping at work after 12 months. I have never met one or heard of one. Pumping at work is miserable and nobody prolongs it.

Newborn period is 6 weeks.

[Anonymous]

What makes you think that WOHMs *aren't* fighting for better working conditions? The premise of your question is wrong.

[Anonymous]

Anonymous wrote:What makes you think that WOHMs *aren't* fighting for better working conditions? The premise of your question is wrong.

I don't get this either. OP, where's your data on that? What do YOU do to fight for better working conditions for women? Or does that not matter to you?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I have exactly one vote. And despite voting in every single election I've been eligible to vote in since I turned 18, my one vote isn't enough to do any of the above. Hell, it couldn't even stop Trump.

You could make changes at your company.

You have more than just your vote.

Umm, okay. Because we are all directors, CEOs, etc. who have the power to make changes in our companies. /s

Some probably are.

Don’t forget, DCUM posters loooove to brag about how great their jobs are, how high powered and important, how necessary they are to their companies, how much money they make, how they would never quit even if they won the Mega Millions etc. etc.

Stands to reason some are c-suitors with the power to enact such changes if they so desire.

It's so painfully obvious you've never been in the workforce, at least not to any meaningful degree. Go ask your meal ticket how easy enacting change is within a company structure. That said, I'm pretty sure he doesn't discuss serious corporate matters with you, much as your intellectual prowess would dictate that he do

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

That are very few women pumping at work after 12 months. I have never met one or heard of one. Pumping at work is miserable and nobody prolongs it.

Newborn period is 6 weeks.

How is it a scam to not want to spend the $$$$ that formula costs? Whatever other reasons anyone has for or against breastfeeding, that shit is expensive.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

That are very few women pumping at work after 12 months. I have never met one or heard of one. Pumping at work is miserable and nobody prolongs it.

Newborn period is 6 weeks.

How is it a scam to not want to spend the $$$$ that formula costs? Whatever other reasons anyone has for or against breastfeeding, that shit is expensive.

You do what is best for your and your child but that's not your employers responsibility, its yours.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

That are very few women pumping at work after 12 months. I have never met one or heard of one. Pumping at work is miserable and nobody prolongs it.

Newborn period is 6 weeks.

How is it a scam to not want to spend the $$$$ that formula costs? Whatever other reasons anyone has for or against breastfeeding, that shit is expensive.

Nursing is not free no matter what women are brainwashed to believe.

[Anonymous]

What a bitchy thing to post. Does every company at every other country have all of those items?

I work for Booz Allen and have on-site day care and nursing rooms but not 6 months-1 year of paid leave.

I work for IBM and can telework or if I go into the office we have nursing rooms but we don’t get 6 months leave-1 year leave and on-site day care.

It depends on the place you work.

Also? Who says we aren’t fighting for it? What a crappy thing to post.

[Anonymous]

Anonymous wrote:It is a societal issue, the burden of which falls on working mothers in a disproportionate way.

All workers should be fighting for this, not just mothers.

THIS why throw women under the bus on this. EVERYONE should be fighting for it!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

Says no research EVER.

Sheesh.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

Says no research EVER.

Sheesh.

It all says that.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

Says no research EVER.

Sheesh.

It all says that.

No. It really doesn’t. You might be able to argue for this position after 6 months, but the research all says that it has a positive impact on the health of both the baby and the mother before that.

https://www.webmd.com/parenting/baby/nursing-basics

[Anonymous]

Stop feeding the anti-nursing troll! Or take it to another thread. The fact that that is the person's ONLY retort to issues raised in this thread should tell you something.

[Anonymous]

My state passed a temporary caregiver insurance program. It's a payroll tax that funds up to 4 weeks of replacement wages to care for a new baby or to help a spouse, domestic partner, parent, parent in law, or grandparent. Many of the legislators who worked on the issue are also working moms.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For all of the PPs (maybe just one?) who keeps pointing out that women and just "space out" their kids and save up paid leave, how does this address any of the other issues working mothers face? Your helpful suggestions involve only the first few months of a child's life. It doesn't address the myraid of battles working mothers face in this country AFTER they return to work.

They need to force their husbands to take on the brunt of childcare issues and prioritize the woman’s job.

Another helpful suggestion! So, how does this help the working mom who needs to pump at work but is getting grief from her employer about taking so many "breaks?"

And how does this address the implicit bias that working moms face? You know the one - where her commitment and competence is questioned because she birthed a child? Where she misses out on important projects or opportunities because it is assumed she doesn't want to travel or wants to hurry up and get home? I've got news for you - this still happens even when husbands step up to the plate at home.

Another newsflash for you: employers are also unkind to working fathers who scale back. They're not as harsh on working fathers as on working mothers, but there are still issues there.

Nursing beyond the newborn period is such a scam that really hurts women.

Says no research EVER.

Sheesh.

It all says that.

No. It really doesn’t. You might be able to argue for this position after 6 months, but the research all says that it has a positive impact on the health of both the baby and the mother before that.

https://www.webmd.com/parenting/baby/nursing-basics

Not when you look at the actual studies on the US population. It does correlate with higher asthma rates, though.