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At the age of 18 I was told by a careers adviser that I could not be a barrister and have children; the two were incompatible. In his words, “it is impossible to balance both a fast-paced, unpredictable, demanding career at the Bar and the pressures of family life.” Indeed, this is a common warning given to aspiring barristers, simply put: maternity leave, and the subsequent care required, is career suicide. In an age where women are told they can ‘have it all,’ so long as they work hard, it is entirely backwards a modern vocation would require women to choose between career and family.
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Breastfeeding is one of the most natural human experiences, with 84.1% of us being breastfed at some point in our lives.[1] The WHO’s advice is for babies to be breastfed for at least the first 6 months of their life, yet only 2 in 3 are.[2] This invites the question - why is this, and is it possible that this could be due to the stigma surrounding breast feeding in public?
Why Employers Should Invest in a Domestic Abuse Strategy
In England and Wales, eight women and one man are killed each month by their current or former partner.[1] An estimated 2.3 million adults aged 16 to 74 years experienced domestic abuse in the last year.[2] Since lockdown began, calls to domestic violence helplines have increased by 61%.[3] In light of these statistics, it is clear that domestic abuse is prevalent in society but often unseen and unaddressed. Thus, there is a compelling argument in support of all employers investing in a domestic abuse strategy. This article will outline: o What domestic abuse is, o Why employers should adopt a domestic abuse strategy, and o How employers can do so. Society today has shut half of the population from becoming leaders. Half of the population do not have a say on rules that govern them. Half the population are not being represented in certain laws. Half the population are not being considered when laws are made. Which half of the population is this? This half of the population is women.
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