First, FLIA will be more effective if it grants qualifying employees their then-current salaries during leave, and provides tax cuts to private businesses that participate.
FLIA can target existing social reasons behind lack of paternal leave: employer and co-worker hostility, peer pressure, and the concept that women are more naturally suited to parenthood, regardless of their status as birth-givers.
Third, FLIA's lobby can better incorporate the male perspective, and establish grass roots efforts (118) to recruit men into the passage of FLIA by not only emphasizing a woman's value in the workplace, but also stressing a man's value in the family unit.
Finally, FLIA will better accomplish gender-neutral leave-taking if it offers tax credit incentives for those families in which all parents avail themselves of parental leave, without elevating parents to special class status.
With the changes proposed in this Note, FLIA has the potential to disrupt gender inequality in the workplace.