LAS VEGAS, NV – JANUARY 07: Yahoo! President and CEO Marissa Mayer delivered a keynote address at the 2014 International CES at The Las Vegas Hotel & Casino on January 7, 2014. CES, the largest annual consumer technology trade show, ran until January 10, showcasing 3,200 exhibitors to approximately 150,000 attendees. (Photo by Ethan Miller/Getty Images)
This week, Marissa Mayer, CEO of Yahoo, shared the news of her second pregnancy—this time with twins. She has also boldly stated that a two-week maternity leave will be sufficient, the same duration she took with her first child. Naturally, the internet erupted, because Marissa isn’t just a CEO; she’s a CEO with a uterus. It’s as if her reproductive status overshadows her accomplishments, even in the upper echelons of corporate America.
Surprisingly, those who should be supportive are among the most critical. Anne Johnson, the VP of the Work-Life Balance Initiative in New York, expressed her disappointment in Mayer’s decision, stating, “As a role model, she should take the full parental leave policy. A great leader can rely on their team and doesn’t need to be constantly present. Plus, having twins is a significant challenge.” Is it really that challenging? Thank goodness for that wisdom; I doubt Mayer has ever thought about the complexities of pregnancy and childbirth, despite her previous experience. Undermining a capable woman’s choices and treating her like she’s unaware of the realities of motherhood isn’t helping anyone, especially women.
Linda Thompson also chimed in with, “Two weeks off with twins? Good luck!” Sure, maybe Mayer is a control enthusiast. Maybe her job is her passion. Maybe her work-life balance is her own to define. Whatever the case, Mayer doesn’t owe anyone an explanation or justification for her choices.
Mayer has certainly taken strides to support women in the workplace. She revamped Yahoo’s parental leave policy to provide biological mothers with 16 weeks of paid leave and offered 8 weeks for fathers and adoptive parents. She even introduced a $500 stipend for new parents to help with groceries and baby supplies. Clearly, she stands as an ally for working women.
In contrast, when Mark Thompson, CEO of a leading tech company, revealed his family news, the response was markedly different. No one scrutinized the amount of time he planned to take off or questioned his ability to juggle parenthood and work. The internet rallied to congratulate him without demanding explanations. Why does Mayer’s situation warrant such intense scrutiny?
We need to create an environment where women in leadership can distance themselves from discussions about their reproductive health. Parenting is a shared responsibility, and if we’re going to hold women to account, we should do the same for men.
Evelyn Brooks, director of the Workplace Equity Initiative, said it best: “Most male CEOs operate similarly to Mayer. Our aim in promoting gender diversity at the highest levels isn’t to have women mirror male behaviors, but to transform workplace culture altogether. We should encourage fathers to take all their allotted leave too.” So now we’re not just talking about offering leave but enforcing it?
Being a CEO demands a unique commitment, and it’s time we allow women the freedom to pursue their careers without judgment based on their parenting choices. Mayer’s first-year salary was $6 million; she likely has the resources to navigate raising twins—she even has an on-site nursery! But it’s not like she can respond to critics with, “I’m wealthy, folks. Work-life balance doesn’t apply to me!”
Let’s stop pressuring professional women to respond to inquiries that would never be directed towards men. Only then will we truly make progress.
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Summary
This article critiques the double standards faced by women in leadership roles, particularly Marissa Mayer’s decisions regarding her maternity leave. It highlights the need for societal change in how we perceive and discuss women’s choices in the workplace, advocating for a more supportive and equitable environment for all parents, regardless of gender.