A growing number of millennial fathers seek equal parenting responsibilities, but long-standing gender norms and workplace cultures slow progress. The tension between being present at home and meeting professional demands matters for families, companies, and policymakers, including in Thailand where gender roles are evolving.
Data from international research show fathers with children under 18 spend more time on childcare than a generation ago, though the pace of change varies by country. Experts note that many millennial dads view parenting as a core part of their identity, yet workplace expectations can impede these ambitions and create stress for families.
For Thai readers, the implications are clear. Thailand stands at a crossroads between traditional family models and global moves toward gender equality. While detailed local data may be scarce, urban households in Bangkok and other major cities increasingly reflect international trends, with many fathers aiming to shoulder more caretaking responsibilities. However, long hours and rigid schedules in many workplaces continue to challenge these plans, echoing the familiar “double shift” discussion tied to working mothers.
A central theme across studies is stigma around men embracing caregiving. Many millennial dads describe caution about sharing parenting duties with colleagues and superiors, fearing judgment or professional penalties. Researchers note that the traditional view of men as primary breadwinners remains deeply rooted, even as family life evolves.
Despite good intentions, the gap between ideals and reality persists. In recent years, educated fathers have spent more time with children than a decade earlier, yet social expectations—such as mothers taking longer parental leave—often reassert a gendered division of labor.
Experts point to enduring socialization patterns and structural barriers. In Thailand, gender studies scholars and NGO advocates warn that boys are rarely encouraged to see caregiving as a core life skill, even as girls are urged to pursue professional success. Policy gaps also play a role. While Thai labor protection and welfare frameworks offer some leave options, implementation is uneven, and cultural stigma against men using flexible schedules or paternity leave remains strong.
The concept of “greedy work”—jobs demanding long, unpredictable hours—resonates in many sectors. Leading scholars acknowledge that labor market structures resist rapid change, a pattern visible in corporate and professional life across the region.
Shifting workplace norms requires both policy support and cultural transformation. International experts emphasize that early years of parenting should not cement rigid gender roles, a message that rings true for Thailand’s social fabric as well.
Looking ahead, progress depends on how quickly workplaces, policies, and cultural expectations adapt to new realities. There are signs of hope in generational shifts, more progressive corporate cultures, and grassroots advocacy.
Thai readers who manage teams, support families, or shape policy are encouraged to foster open conversations about caregiving, challenge stereotypes about gender and work, and advocate for fair, accessible leave policies. For businesses, creating a culture that supports men as active caregivers is not only about equality—it helps attract and retain talent in a changing economy.
Studies and perspectives from researchers and institutions emphasize the importance of local context. In Thailand, insights from the Ministry of Labour and UN Women Thailand highlight practical steps for improving family-friendly workplaces and community support.