A New York Times columnist-turned-parenting equity advocate shares how companies can support men’s growing interest in being lead dads.
Lack of access, workplace resistance, and cultural stigmas can hinder how men can support women in leadership.Promoting engaged fatherhood and equal parenting at work helps all employees, not just mothers.. After 25 years as a journalist, including 13 years as a columnist for the New York Times, Paul Sullivan founded, a platform aimed at “Lead Dads”—men who are the “go-to” parents whether they work full-time, part-time, or devote all their time to their families.
In his personal journey, Sullivan admitted to making mistakes along the way. For instance, he recalls during his first paternity leave, This is not unlike the parallel process of women’s experiences in leadership where they feel left out of social networks, such as golf outings or happy hour meet-ups where business discussions occur outside of formal meetings.: Lead Dads who work full or part-time may encounter resistance from senior management who hold outdated beliefs about gender roles. This resistance can manifest as skepticism about taking time off for parenting responsibilities.
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