I don't think there is a strong correlation between the productivity of workers with or without kids.
I was a productive employee when I had no spawn. I am still a productive employee now that I have a mini-me.
* I can't possibly know that, but I am confident that I am a very productive employee.
I'll just copy-paste this from another comment of mine:
don't counter with "someone really good and a parent is better than a mediocre one without children", since you'll find that I said nothing implying otherwise, because of course that's true
But also:
> I don't think there is a strong correlation between the productivity of workers with or without kids.
Do you think that still holds in countries that give a year or more in paid parental leave?
To me being away for a few years will obviously make your career lag by a few years.
I don't think employers offer Appalachian trail leave, simply because they're not mandated to. They are mandated to offer leave via FMLA. Maybe REI offers it.
http://family.findlaw.com/paternity/fathers-rights-and-fmla....
"Both or either covered parent may take 12 weeks for the birth of a newborn or the placement of an adopted or foster child. If both parents work in positions covered by the FMLA, they will both be entitled to leave for an expanding family."
In a family with an expectant mother and father, both are allowed 12 weeks of leave under FMLA.
You are correct, however, that this leave is unpaid, employers can require you to use all accrued vacation/sick leave prior to FMLA, and you aren't guaranteed your same job back, just an equivalent job.
https://webapps.dol.gov/elaws/whd/fmla/10a1.aspx
> A husband and wife who are eligible for FMLA leave and are employed by the same covered employer may be limited to a combined total of 12 weeks of leave during any 12-month period ...
But generally, even if they're both covered, they can both only take 12 weeks if the mother is somehow incapacitated.
>The mother is entitled to FMLA leave for any period of incapacity due to pregnancy, for prenatal care or for her own serious health condition following the birth of a child. The husband is entitled to FMLA leave if needed to care for his pregnant spouse who is incapacitated or if needed to care for her during her prenatal care, or if needed to care for the spouse following the birth of a child if the spouse has a serious health condition. See Serious Health Condition for more information.
What if someone has a rash of deaths in their life? Should the company just fire them for having bad luck because they can't afford to give all other employees and extra X amount of days off so that "everything is equal?"
Parents often refer to it as if it's a second job. And you're not even allowed to take a second job if you have a qualified first job, in my experience.
Bereavement leave and sick leave I'm all for, but parenthood is a choice to spend your effort elsewhere.
If you hugely (and it is hugely) subsidise your employees breeding, then you are under-compensating the ones that aren't.