Unmarried Names Linked to Economic Empowerment
A prominent business lobby is urging employers to allow their female employees to retain their maiden names after marriage. According to the lobby, doing so would foster a more equitable and productive work environment.
The lobby, which represents major corporations across various industries, commissioned a study that found a strong correlation between married women retaining their maiden names and their economic empowerment. The study suggests that women who keep their own names tend to have higher earnings, more career advancements, and a greater sense of financial independence.
Barriers to Name Retention
Despite these potential benefits, many women still face pressure to change their names when they get married. This pressure can come from family, friends, or even employers who may perceive changing one’s name as a societal norm.
The study found that 94% of women reported experiencing some level of disapproval or resistance when they expressed a desire to keep their maiden names after marriage.
Benefits for Employers
The lobby argues that allowing women to keep their maiden names would also benefit employers by promoting diversity and inclusion. A workforce that embraces a range of identities and perspectives fosters a more innovative and collaborative environment.
Additionally, retaining maiden names can reduce the turnover rate among female employees, as many women are more likely to stay with companies that value their personal identities.
Advocacy for Change
The lobby is urging employers to implement policies that allow female employees to keep their maiden names or use a combination of their maiden and married names. The lobby is also working to raise awareness about the issue and challenge societal norms that perpetuate the expectation of married women changing their names.
The initiative has gained support from a growing number of employers, including several Fortune 500 companies. By embracing this change, businesses can demonstrate their commitment to gender equality and create a more inclusive and supportive workplace for all employees.
Kind regards,
E. Thompson
