两会委员代表热议：鼓励职工理直气壮地休育儿假

Core Viewpoint - The article highlights the challenges faced by working parents in utilizing parental leave, emphasizing the need for cultural recognition and support for such policies to be effectively implemented in the workplace [1][2][14]. Group 1: Current Situation - Many working parents, like Mr. Li, feel pressured to minimize leave usage due to concerns about team performance and personal responsibilities, despite having a legal entitlement to parental leave [1]. - The current policy allows parents of children under three years old to take a cumulative 10 days of parental leave per year, which does not include public holidays or weekends [1]. Group 2: Cultural Perception - There exists a bias in some workplaces where employees taking parental leave are perceived as less committed to their jobs, which discourages them from utilizing their entitled leave [2][7]. - The need for a societal shift in perception is emphasized, where parental leave should be viewed as a shared responsibility rather than a personal benefit [7][14]. Group 3: Recommendations for Improvement - It is suggested that companies should actively create supportive systems for parental leave, moving from passive compliance to proactive implementation [15]. - Recommendations include integrating parental leave policies into corporate social responsibility evaluations and exploring flexible leave arrangements to reduce the burden on employees [15]. - A cultural transformation in the workplace is necessary, involving media promotion of positive stories about work-life balance and a shift in employee mindset towards viewing leave as a right [15][16].