Paradise for working mom

By Kim Hanna

Korea’s corporate culture is male-dominated, so women are likely to hit glass ceilings at companies. Corporate Korea prefers to work with men more than women, and it prefers single women to those married. These attitudes are much more severe after a female employee becomes pregnant or gives birth.

Being a mother has pros and cons for women; we already know it's a blessing for families, but it can be a challenge for those concerned about their career.

The Korean government has provided the institutional framework for maternity leave, which is not only for employment equality between men and women but also for the support of the woman’s career and raising the child. It covers maternity assistance policies, female career advancement and work hour reductions.

Nevertheless, why do female employees hesitate to take maternity leave?

Even though the company allows employees to take a leave for infant care, the problem is that female workers can receive cruel and discriminating treatment for doing so. This may be the cause of Korea's low fertility, late childbearing and marriage avoidance.

The participation rate of married women in the labor force accounts for approximately 49 percent ― this does not match up to half. According to the Employment Support Center, legal counseling about maternity leave and dismissal accounted for 23.5 percent of cases in 2009, and it increased to 33.4 percent in 2010.

That means juggling work and domesticity is a very substantial burden for working mothers. Because of the corporate atmosphere, working mothers are worried about colleagues who undertake their tasks while they are away, and they are worried about their future when they return. Most of the women who were counseled in the center said the company recommended that they retire on financial grounds.

In comparison, Sweden, which is called "the paradise of the welfare system” arranged a variety of national policies to ensure that parents could freely bring up their children at home. Sweden, Finland and Norway strongly encourage employees to take maternity and paternity leave.

Also, the rate of paternity leave is increasing because the government gives a tax exemption if the father and mother share leaves within one year. These substantial benefits are credited for the change in stereotype about infant care: Only the mother is responsible for raising their children. This is a good example of the national policies that have changed not only in terms of culture but also the nation’s awareness and attitude.

How can Korea be reborn as a welfare state? In this regard, the Korean government has to make substantial countermeasures to reform maternity leave policies economically and educationally. First, the government needs to impress on parents that maternity and paternity leave is a right. We need to change our own mindset toward nurturing; this is not just an obligation for women but for both parents.

Additionally, corporate Korea gives men preferential benefits to support their professional development, after they successfully complete their military service. It regards military service as a man’s obligation for national defense. In the same way, it should consider child birth as a woman’s contribution to national preservation. Working mothers deserve the same credit and status when they return from maternity leave that men receive when they return from military service.

Second, the government should strengthen policies against corporations that refuse to allow employees to take leave. Now, the penalty against corporations that violate the policies is only 5 million won, so we need to institute stricter penalties.

Third, the government should consider practical frameworks such as tax exemption, educational benefits and mandatory leave for infant care. Moreover, it should offer good incentives to corporations that implement the policy properly. It is really important to assure them that such policies are beneficial to them and the employees in the long term.

Although the government already has many policies in place, these policies should be honored and enforced. Through awareness, corporate culture will realize having children is not a burden; it’s a gift.

The writer is a married woman in Corporate Korea. She can be reached at orangepyo@nate.com.