Loriac
Arcane
- Joined
- Jan 20, 2007
- Messages
- 2,375
Azrael the cat said:Well the commercial payoff is that the company gets to retain female talent and is then at an advantage when it comes to making products that sell to women. 50% of the market is a little bit too big to just forego because of the inconveniences of managing employee leave.
More of the standard PC bullshit. You either make games for men, or you make games for women. The two categories don't overlap much, and where they do its mostly deviants. MMOs are a weird exception to this, as they don't appeal to men or women per se, they are designed to appeal to those with addictive personalities and aren't true 'games' as such.
But yes, I agree completely that leave should be equal. In most first world nations, leave can either be taken by father or mother, and often by both. It's one of those things that is (a) unfair but (b) good for the economy. It's unfair because working class folks subsidise the children of wealthier professionals. It's good for the economy and society because it lessens the skewing of birthrate towards the impoverished - in many countries there's a serious problem wherein the only folk having lots of kids are those who are too poor and illeducated to afford them. Parental leave alleviates that. You can throw free university education (or cheap and massively subsidised loans that get built into your income tax, as in Australia) - it sure as hell isn't fair for brickies and cleaners to pay for middle class kiddies to go to uni or trade school to earn an even BIGGER income gap. But it's really good for the economy and standard of living so we do it anyway.
utter bullshit. single (usually male) employees subsidise the time off of the women with children in the office. Men rarely take up paternal holiday entitlements as it would massively affect their promotion chances. The middle classes pay so much more tax in a 'progressive' tax system that the amounts paid 'back' for schooling is a small drop in the bucket.
Incentives for female workers aren't there because they deserve special treatment. It's because they help the company, and hence the economy. Shit, a law firm invests around $200,000 into the professional education of a young lawyer - formal ongoing education, time wasted teaching them how to draft common contracts, supervising them and holding their hand through cases that are really basic but that they think are ultra complex....you have to do it for every single articled clerk and rp you hire, no matter what. 60% of law students over here are women - if you want to hire the best young lawyers, you're going to be hiring a lot of women. Do you REALLY want to be flushing all that money down the toilet by having them leave their careers when they have kids? No way - not when the costs of a few months parental leave and a child care centre are pretty much petty cash compared to the amount you're spending training them, and the amount that they'll be earning for you if they then stick with you for the next 20 years out of loyalty. And if you can get the rep as 'the best place for female lawyers to work' there's huge financial rewards to be had, as you can take your pick of the best law grads without having to compete on salary.
You should look up the rates at which women drop out of profession such as law. I think the average law career of a woman currently stands at 10 years.
Incentives in these cases are pure affirmative action.
Its not just law. The other professions such as medicine etc also see a major drop-out from women in their 30s and 40s as they decide to raise families instead.
I've seen it with my female friends in a number of professions. If they're worth keeping, firms will bend over backwards to carry them through childbirth, because it's good for the firm. The only industries where it doesn't happen are those which are so forcused around art or mechanical production or something other than selling product that they don't structure themselves with profit first and foremost in mind. I suspect gaming falls into that latter category.
You don't think this has anything to do with self interest, i.e. the companies don't want to get fucked over in the courts for discrimination therefore, they go the whole hog in trying to show that they support these things.
Also, note that the people bending over backwards are the other employees in the office who have to do more work to cover the absence. This is usually unpaid in salaried professions.
Now think about gaming where you've got a huge untapped female market. On top of that, whilst your law firm's clients have pretty much the same needs regardless of whether their CEO is male or female, we simply don't know whether girl gamers are going to want the same things as guys in the long run. Not saynig they don't - just saying we don't know yet. Yeah, there's money to be had by enticing female designers and keeping them post childbearing.That's a different matter to pregnancy leave.
Quite possibly true, but women need different games entirely to be made for them. Just as you see womens' magazines vs. mens' magazines, you will have a similar split for games. If you try and mix the two, you'll get neither customer base.
I also think there might be a US/Aust skewing here in terms of how much leave is significant. Over in Australia, young professionals take off to tour the world as backpackers for a year or so all the fucking time. By comparison, a woman who lost 6 months working experience due to pregnancy isn't at all disadvantaged when it comes to professional experience. When I did my backpacking sojourn, the Americans I ran into were always weirded out by the Aussies and Germans travelling for 6-12months, as they couldn't get more than a few weeks of travelling without it being seen as wasting time that should be spent getting commercial experience. I can see how that might make preganancy leave less practical.
In truth I think its all the other things to do with pregnancy that makes companies dislike this on resumes. In particular, the impact on other employees is significant during maternal leave absences, as is the overall loss of productivity from the new mother (fewer office hours, less reliable attendence etc).