Countless reports have looked at why this might be the case. Apart from the way the legislation is framed which puts the emphasis on women giving away part of their leave rather than on sharing, a lack of awareness about it and the complexity of deciding how it works best for individual couples, there are other big social and economic issues at play.
The norm is taking a huge toll on families - full timers feeling unhappy and overwhelmed in roles where they may be in almost constant demand; flexible workers finding themselves stuck in jobs where their experience and talent are wasted; couples pushed apart by very different experiences of the workplace and family life; and children stuck in the middle.
Just had a baby? Feeling sleep deprived? Have you fallen asleep with the baby in your arms and woken up three hours later in the same position? Do you drift through the day in a zombie-like state, fantasising about pillows?
The effects of maternity discrimination are huge and to be subjected to such negative behaviour at a time when you are pregnant can have a far more damaging impact than just losing your job. And yet it is rife.
Farida is one of the increasing number of mums who are setting up their own businesses. In fact, mums make up one of the fastest growing groups in all areas of self employment, from start-ups to contracting and freelancing.
The AAT study suggests that the reasons are highly complex and often linked. While there is criticism about the kind of information that the government wants to see published and the lack of any analysis or context to it, it is surely a step forward. It is hard to deal with a problem in the absence of hard data, even if the data itself needs to be subject to analysis.
'Flexible working is bad for your health' screamed a headline a few days ago. Oh no, here we go with the backlash against flexible working, I thought. I read the article with interest, well aware that to every positive there is always a negative.
It's been over a year since flexible working was extended to all employees. The hope at the time was that this might contribute to the normalisation of flexible working and take it out of the parent [read mother] ghetto. Has that proved to be the case?
Can Shared Parental Leave make a difference? Many are sceptical. They argue that examples from other European countries show that unless you specifically reserve leave for dads on a 'use it or lose it' basis, as they do in Iceland, they are unlikely to take it.
The number of mums now working is up by a fifth since the 1990s and the figures for those working full time have increased to around a third, up from less than a quarter in the mid-90s. This has also meant a huge focus on childcare for working families.
On the one hand, there is progress for individual women, which must be a good thing, but on the other discrimination continues, in part because there are more women staying in the workforce after having children.
There has been a lot of fanfare this week around the reaching of the 25% target for women on boards. Lord Davies set this voluntary target for FTSE 100 companies back in 2011. It's clearly a good thing that boardrooms are getting more diverse and having a target has meant the whole issue has been in the news for the last few years.
The Chancellor is expected to announce the government's plan to boost productivity on Friday. The news comes just after the Chartered Institute for Personnel and Development published a report on productivity which showed that "agile" working was a major part of the productivity puzzle.
Every year there are the same old debates about whether the school summer holidays are too long and could be spread more evenly around the rest of the year. But that doesn't deal with the essential issue of parents' holidays not in any way equalling those their children get, even if each parent takes them separately.
Father's Day is all done and dusted for another year. The card shops have moved on and all those surveys of what dads want have been published. Last week saw the usual plethora of polls and research published about dads at work.
Why the sudden burst of initiatives? Partly it's due to the work of coaching team Women Returners who have partnered with Opportunity Now to develop "returnships" - short-term paid positions, project-based, typically with training and mentoring support.
15/06/2015 14:33 BST
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