Well this is not the news we wanna hear Louisiana ranks dead last in terms of working mothers. This from a recent study by a volatile dot com. Which ranked each state in nine areas but the Big Three concerned child care professional opportunities. And work life balance. Louisiana ranked fiftieth in child care systems. Fiftieth in professional opportunities. And here's some good news only 35 and work life balance. What do we need to do to change that is it up to companies to help working moms and dads in support of families. What role if -- should government play. We have a lot to talk about -- I would love your thoughts too so don't hesitate to call 260187. That's 2601870. Well here to give us insight into the world of working moms we have to we have Katie Moore who's going to be joining you shortly. You know her courses the investigative reporter and anchor at WW LTV. She is the mother of a precious two year old daughter and is expecting her son this October. And telling others an account executive here at WWL radio she is a mom to two terrific boys aged three and five. And we have in studio doctor a least channeling. Assistant professor of sociology. And you Leno but the concentration and gender family and popular culture. And doctor Stephen crow. Professor of management at UN -- and an expert -- human resources so all of you are here to help to solve. This issue. I know that you had access to the wallet -- study I'd like to really start and just sort of gleaned from you what you got from it. -- -- -- -- -- Yes I'm hopeful that this is not a good way. To start the but. We're talking about the study that that ranked dead last. Oh okay yeah that's. There were probably. A bit less -- and everything associated with. With with. Have been having these kind of situations where -- you can take care of the kids and so forth and so. And it's it's just it's just the fact that we're not fortune 500 companies -- okay. Were mostly what we call HR two years -- our hotel restaurant tourism kind of situations and so forth. And ended it doesn't it doesn't give us too much. Opportunities. To it to get the kind of money that we can get out of fortune 500 companies to the extent that. That we can we can have these programs where you know the mother takes care for children you know within the the within the walls of the organization that they're working for. Is just one of those kind of things and in. I hate to say that it's you know that it's that they're there we go again with Louisiana always being on the wrong side and so forth and so on. But the fact of the matter is is is we we have to have different cultures with respect. Two to the work there are situations here as opposed to places like California and New York where they have the fortune 500 companies. And can afford these kind of programs that are useful to to mothers and and children and so forth and so you know. Doctor challenge. Your thoughts. Month when I first read the report but it came out a few weeks ago. And says the -- of sum total of the report which it says in big caps at the bottom it says. And the the conclusion -- something like you know red states -- Are bad for for families and Blue States are good for families and it was kind of that the simplistic. Conclusions have been there to report that kind of what's behind that is this idea that. And I think bumping off of what you to -- about how Louisiana is in a place with a lot of large corporate. -- company youth and with a lot of money -- you create these kind of private. Programs to support working mothers working parents with and the corporations themselves. And so. As businesses and in Louisiana and have to rely on and state. And sponsors. As our state sponsorship state legislation to sort of allow. And the state to kind of keep in -- with places like California. Or again. Washington State Washington DC mean -- C. And places in the US that have -- are proven to be more friendly according to use these kinds of statistics more friendly T working moms and working parents. On measures like -- access to care access to equal opportunity among women things like that. And that comes down to you. At one of the notes I was certain kind of thinking about coming here today and looking at a policy like the family Medical Leave Act which is a policy signed into federal legislation in the 1990s. At that. You know guarantees. Unpaid leave that secure. Job security. And some stability and benefits for people who work in corporations. And for businesses with fifty or more employers. Employees and and that is is a federally mandated. Let this piece of legislation. Now more recently in the last five to ten years different states like California have adopted state specific policies to extend. Family at this. Those kinds of benefits to families so that for instance California now has. Am state mandated paid family leave -- up to six weeks of he'd be part of -- part of that disability insurance act. And to guarantee that working mothers can take some time off from work and still receive pay. If there -- places of work doesn't guarantee that as a private corporation. Am so that's the kind of fall back that something like and you know at the state government. Same with assumes responsibility for those places when private corporations can. Or don't. Now here we and I know it's very interesting. That you know we would look at that simpler just progressive and I think from you would say they also wealthier they have. Oh absolutely they're you know the account of the counter companies can do this they have a lot of money they're fortune 500 companies. There's a lot of females that are there and administration management in and run the show. And so and they have children as well so there's there's opportunities. -- to do these kind of think simply because these fortune 500 companies are wealthy. And and have had been in the front in terms of trying to help help people is as much as they can within the organization. It's it's it's just one of those kind of things are -- to say that we're backwards down here about our feelings about these kind of issues. But the part of part of the reason that that were not there yet. Is because of the kind of things that we do here it's hoped to directions terrorism. In doesn't lend itself to. Two have been have been also with the children they're and so forth and so -- consider that in one of these hotels. That how would that work. It's not like you we don't know better. Or that we. Don't care in the -- things is just he's just part and parcel of of the way the the that the work situation goes on and in various places in the states. Everyone stay with this we're gonna continue to talk about the study that said we're dead last when it comes to working moms and we're gonna hear from a working moms stay with this financial -- -- to -- well. Will we are talking about the report that came out putting Louisiana dead last when it comes to working mothers. Have still enjoyed the thoughts of doctor at least channeling and doctor Steven -- Both from UN now but now let's join our working moms and Steve and you're holding on the North -- I want you to continue to -- to think you gonna bring up the good point. We are so happy to have with us telling meant mertz who works right here. At WL radio and Katie more super investigative reporter anchor with WWL I really think both the I want to ask both of view. He married to a wonderful guys you had been in the business that your in prior. I guess to getting married her after get near you working. And somewhere along the line you decide if we're gonna have gambling right and sort of what that thought process was about will -- continue to work. It's a well. We knew now. Gonna continue to work in and to be honest with you I was very stressed out about it and very torn. And still you know. It is sometimes a constant -- with working in Indian and mom because I do believe children you know need to be with their mothers and but you know. These days that a lot of women have to work so. My husband guy you know we knew we'd have to work together as a team and and that's the main thing he's. He's my husband he's not he's a great father but we're a team and he knows if if I have a meeting with the kids get sick it's an important meeting. Showed jump then and saying you know I've got this go ahead and and that's -- and that's how we make it work. -- -- -- -- -- -- Think about it at the time. Honestly. Kind of a career per cent so I don't really think that I could be at home. I have a huge amount of respect for our. Arctic. If -- are. Extremely lucky are. Allowed all you can do. He stopped at my job her loud and -- it. That I'm pretty lucky. June to either find daycare or was it was that -- Yes. I yes it K I don't mean to scare you but when I have my second child and he was two months old I decided like I can't do this. So I actually I did quit for our ten months and then went back to work. Just because of that reason you know it's so hard to -- the baby off and and day cares have. On which I guess goes back to the fortune 500 companies that if there was daycare is at work. And I was -- is -- that I have a friend that works accounts laws and that's number one thing she wants to be with her baby but you know she also lost her job and wants and needs who works and see him he says they had a -- accounts Hamas replace regular tough sanctions that. But he beautiful I find that kind of look at. You've coveted chance they get figured that's right. Right but that brings up I mean even at channel four I can remember even before. McCain came as more women came on board into newsrooms that became an issue. You know how to they do that with selling and Roberts who has three children now in the world they do this. But was it realistic. That even channel for the at that point probably -- a 150 employees -- couldn't do it. So so how do you do if you get the call Katie or or I'm telling all of a sudden the child a sick. We we we're very lucky to its share my. Little part that we are very lucky that we. -- Campbell first -- -- XT but. Ally -- that we had somebody came into our call. Which aided tremendously. Easier on me. On both. The -- got very lucky you -- wonderful people. On that watch turn everyday and that I felt -- here -- so when you have an exit a little bit easier because it. They typically with a child eat out there now. With a candle and they hear. October. A -- and we're extremely lucky -- a wonderful feature that I. He aren't happy US. And that she gets so much social accidental and figures correct 11. -- learning so much she talks so much more which called. But it particular morning I edit or is filling out front then -- court. Eric I'm working on epic story. -- -- who makes the backer right at the question happened all -- Katie at noon the cars houses well you know who makes the sacrifice and lucky for me not back up. After my husband is not mother you know she's in the race and that she's amazing and -- drop everything. You know moved to help me out on and then. I really strongly think it's its management is about give me an engine that understands and you can't maybe after Katie tissues to use a reporter but. In my situation I can easily talk to now and work from home and and without his understanding. On I don't think -- can do it so I think has a lot of things at play that and make it work. Katie have you ever had an experience either with Campbell are even now in your your pregnancy where you have had to talk to the boss to say. You know I'm a tiny little flexibility. I'm not. You -- yet what ever happened. But it you know you know I got lucky that are bought this really great and he also has a toddler. -- he. Is billing period at the same time that I'm very accurate so I ever need any angle I can say it can you know that going on. I need to help and it's never been an issue I also and sort of a workaholic and that's I I don't like it and it -- back generosity. And I understand that it is skyrocketing. Not everybody smooching -- you know not -- the working. Men in the workplace. And their children. -- you know -- about the timing and your story. Even playing -- packet once and it worked for Erica and they really can't afford to take it and it or I want you. But you know that's very interesting because I think that's one of the issues is. Four women who do make the choice to get out of their profession for a up just a block of time. Are they going to be welcome back I'm not talking about the family I'm talking about even more than ten months let's say you wanna take the first two years off. Then are you at a disadvantage. Coming back in if you can get back who who. -- -- -- a lot of working -- Russell especially courier -- Exactly who -- or ten year career because here in the area at an airport that say you know what I need to take -- It could be they're. Probably. Kind of -- ill bit anxious and -- to get into that position. -- go from there. And I cruise Katie on that but I also think. You know do I'll leave you you have to remember you know you -- -- first and so. Things often on a place. Where at least they did for me you know -- up pretty injury first. He was sick and I needed to deal with sensitive asthma and soft and and I came back to a a great place her own. Got a great Boston and they really. Don's place lot of prayer to I had -- idea that it can mean a lot of pressure is saying is it's really an individual thing if you're lucky enough to work in a place. Where there is sensitivity. In union and their valuing and you as an employee and your obviously brings something to enable. But they understand that you also have this other responsibility. I think what were also gonna do we're gonna take -- Rican men and I definitely want Steve if you can hold on. We're talking about were not a state that has rich big companies that can afford in house daycare. They're isolated incidents tooling hasn't -- -- corps of engineer and there's some others and that is fabulous but perhaps as another way of doing it. We're gonna take a break and go to the newsroom and we're gonna come back and discuss options when activists financial under the W well. I'm so happy were talking about this because I think it's on. It's an important topic it's about working mothers and and somebody's calling to -- what about working dads there absolutely correct. But working mothers. As more women are in the work force and then to have the study announcing that Louisiana was just at the bottom. When it comes to being sensitive and helpful. Not just two mothers but to families in the workforce. And I'm delighted that we have doctor at least channeling doctor Stephen crow from UN -- And Katie Moore and tele merged. Telling us from radioed up to your radio and Katie WW LTV. Giving what they have gone through has not -- with 22 children and Katie with one child and another on the way. And just your thought process on how you can combine and balance those two. Not an infant and a perfect world what would make it easier but let's go to our caller Steve on the nor sure you've held on so long and so appreciative. Thank you so much when I wanted to -- has. Or a panel members to start that we're not African pop under companies. We're always. Good morning -- and my. The simple fact of the matter is that people generate and -- money for things that they thought important. Companies. Politics are essentially say about the hotel industry hotel industry a prime example that could step up to the -- Help these mothers and work there. Most had 24 or staff they could easily put something different shall say they accommodate mothers needed to bring attention area. Well that -- general terror and a our our company on -- -- That was about eight. Having a balance of old family life or life accommodate people shell. -- -- for your people but only fresh crops all -- other. And great tackle a lot to help their. Vigilance is not. -- all people just don't want to do a little bit off topic -- Again we're on nodding your head can't. And you have a big fan club sir you really do know Steve I think -- -- saying we get actually talked with commercial where we're downtown pointer street. Many many companies -- downtown -- industry. There should be if not one to. Child care facilities downtown where all of these companies that may be small small law firm or whatever can put their children. And it's exactly what you're saying if if it's creative it's creative thinking about how to. Get the very best from your employees who than would not be as concerned. About their child at home -- child in -- care. But I really appreciate your thoughts and in similarly not just in relation to the hotel in service industry in New Orleans also. For example the retailing industry which is a huge. Booming business and we mean. Mention -- in the creek lakeside. Hey you wouldn't it be great to have a daycare at lakeside for all the women who worked in retail stores. Places like Wal-Mart for instance a huge corporation. And that is -- not very well known trick or treating its workers well. And but the kinds of benefits that a place like that could potentially provide to its workers and I think the agreement on -- that it. They don't tend to do those kinds of things but maybe as the -- and it's important that -- to rather -- they can't. And it's an hour talking in our building -- several law firms in our building there's intercom. There is -- reality is several big company that social an ideal for an image and there's. Grown -- to have today Carolyn these spores or are. Half of the Florida have a daycare. Says he. Yeah you know I just think that it begs the question. You know women have I think been put under a lot of pressure frankly to you can have at all. And Kenyan. No not everything. I read a list of of things -- do suffer because I do believe when you when you're working mothers something's something's have to again. And I think that maybe in my mind our relations has with my girlfriends is. Not as strong as it used to be we don't do our girls night and uncle he goes vacations. You know among movie nights are watching frozen their brave I have not seen a movie I mean an adult and -- basic. You know -- telling you not cooking skills. Out -- you know. -- Some things do adjective but it found. I won't act I agree you interpret that you know it's interesting I critical reading -- weekend. And I was talking Q what are the women that I graduated Brett and she made it. -- you know like you're Kelly app. Could be the Belmont our second child. And that perspective opposite but it like a working mom but at the lights. As if they call mom and they're expecting that. She really appreciate now they call on the that you can't feel guilty she does take back time for herself. It got out for rental or. You know got their parent or it takes -- any -- I know that there's a lot of working on guilt or anyone got it. Including myself that I feel like -- and every only it was by -- girl that I don't this year at much as I would like to. That they huge factor in it and I think he did they are in the workplace. You know that -- literature to immediately go out and have a little break and his ilk gonna get here. It it. No I think that's a beautiful point. I'm looking at doctor -- thinking about something you'd send it again. It doesn't have to be the biggest companies. What realistically. Do you think could be done. In the state not nationally by the state but in the state so that were not so well ranks so low. -- A miracle America called it -- this is not a good yeah. And yet these things don't change quickly you know we're torment human human relations in the way that we or so forth so. And you know we've been -- that you know for a long period of time that's for culture. But but I really serious that this that organizations are beat him with a little bit more. Sensitive about a lot of issues. It's just it's it's gonna take along tan for us because the count jobs we have account companies that we. You know for example you know win when Steve what you know it was say in about. Taking care of people and you got back up and any number of things like there is an HR person. You know. I never found. 81. It any supervisor managers about it was absent that day. That dead it was a it was a it was a nice thing you know because you say you know gosh now what do do. And I have to re re re examine who's who's going to be on on the first line and so forth. You know so -- I don't know. -- send them probably. Pessimistic about about how fast things change but in my lifetime in your lifetime you've seen. You know a lot of change with respect to. Taking care of people -- give an account respect they need in the workplace and so forth and so. But it's -- some point you know you you you you don't have. Have the the stuff to make those kind of changes quickly. Asks -- that is as we go along things get better and there's going to be Yucatan. Sooner or later. That we that we have the cameras situations that -- and in California. In Washington Oregon and New York you know that. It can happen it can happen we're gonna have to take another break we'll be right back. But we are back talking about working moms. And and Katie and Kelly I love your stories you -- -- -- you know representative of yourself but of how women different women have handled. Making the choice of having children and continuing to work. Not doctor -- channeling doctor Stephen crow from UN now additionally some of the things that are happening perhaps not in our area right now. But around the country such as shared time flex time -- would kind of expand on that. Well I was at that a -- during the break at that dot sharing and flex time. The conflicts pleas at these -- -- flexibility measures. Are relatively new thing they're actually relatively new but I've just kind coming to -- familiarity with. And we're talking about not sharing as a processed at kind of ease that transition especially for working -- -- And says he pregnancy and post pregnancy and as a possibility it's you basically kind of and negate that old school kind of process that used to happen when people would take some time off for work. And even though it's close to be guaranteed that they used their jobs done by taking -- -- when -- -- Because they're not in the workplace and not doing jobs that might be actually necessary at the moment. Their jobs might potentially be aggressive job sharing is a process that allows. Maybe two women maybe Amanda laments you share the responsibilities of a single job. Apps -- the page -- hours and split that work over the course of two workers. Which -- create some work flexibility especially if her. Maybe mother and which and it earlier same that you experience that CNN it is. It mean if it's two people can pull it up but it's great means I did a judgeship short period of time. When I came back at the end. Like I was telling you some little boy just -- sick a lot so scientists at. Outs and I quit so on but I do you know to my -- shops and in eleven began -- and I would imagine you know. It allowed -- can keep one foot in the door of the workplace and in that loyalty to. The corporation to your aunts and you create a culture that that makes a little bit. Less difficult for you to play and ultimately you have more time with your child which is kind of down moments really -- my only concern that would be is you know -- -- 50% of the time that they expect to do just -- 2% of the work. When in reality it's probably a lot more scientists to pins are you yeah yeah well that's. I mean that's sort of a concern with these you know kind of keywords and flex -- flex time and flex play switched. At Tyner two words that characterize and contemporary workplace of you know it's out flexibility can take work home. You can check emails any time you -- and you can work anywhere you line at which means often that people are working more hours. It also means to get some more flexibility so that if your kid gets sick -- you need to stay home because. There's you know reading day it's cooler greeting date for the teachers and even have a day off but your kids do you think you get to stay home -- and keep your work there. Without hadn't come into the workplace but let me -- Katie Moore before we -- of Katie -- children become older and you know given to after school projects whether it's theater sports or whatever. Have you thought how you would be able to handle that. I -- a lot about it and a lot and my short answer is I have no it yeah -- My husband and I think it is very good at juggling act -- Erica again from how. But it like it laid off from -- it's great -- -- depend on them. I'm in the area but you know a lot of our family also Wear them. I don't know I don't -- Well you have a few years ago by checking back with you about that no she has such a precious little girl she's going to have a wonderful little boy and and you make -- were skating and that's the bottom line as just telling coming just in your individual circumstances. You are making this work. But I think it's just worth disgusting. Options and as we look forward. Perhaps some you know creativity attitude that we're there could be more centralized. Excellent. Day care where mothers at lunch and run over and play for a few minutes with the kid. That and follow others like -- -- mothers that it's father's -- I think I would be agreed to act that anyone and I think it would enable Britain and who. You know that you can't get short timely -- little in your life. You're the the declaration of how long. Not growing here on the spoken and it and it traditional winter time in your career goal thing that you -- do you personally you know. Can make your -- all having a child is being number one testing and I honestly can say without I've ever done. And it the most rewarding thing I've ever had cut practice short window and we appreciate my line but at the same time. I don't want you know short little window. Did you realize everything else I've worked for. That makes sense that and that's part as the conflict payable a lot of working mom happy and -- Now understand perfectly which are saying and it's interesting that. You know the men want to be fathers to loving men want to have that experience as well but we don't seem to put heat on them as much -- ready. It -- One of the things I was saying and another thing as saying during the break was set you know. Of all the companies that offer paid maternity leave it's about it's almost 60% of companies -- nationwide but only 14% offer paid paternity leave. Which added you know it's not just about the material difference -- -- and men don't get paid paternity leave as much -- don't get an option. But it also creates kind of a culture of the workplace in general the economy in general and seems different things about principle roles. Kind of lumps a lot of the responsibility. On to mothers Hugh. -- economic necessity which are actually have to work. And mother at the same time so it's about kind of creating and shifting the culture and to make it a little bit more equitable stay with us everyone will be right. To all of our wonderful guest first thank you secondly I'd like your final thoughts on things starting with you tell. Well like I just tell ya think working women's room and a forty workweek lets nominate that McCain and I have to that's all she has to say caving. Where are. -- -- To eat you know it -- -- challenging things I've ever done and I saw it again. And how much -- single -- Are having to work. On vote for having to work -- -- character children. Those are definitely two full time job and I think any consideration and employers is so women. I would be well preserved. Appreciated. It long ago. It a lot strike. Thank you Katie and thank each and every one can thank you.