Greater emphasis on boosting Parental Policies & Benefits

Becoming a parent opens a lot of new fields and ways to grow both for mothers and fathers. It is already not a topic to disregard that there are several skills that are developing intensely after becoming a parent, such as time management, clear communication, focus, working in a team, optimism, low waste focus, responsibility, multi-tasking and negotiating.
To ensure that these super-power people will choose or stay with us, it worth to think of fine-tuning the Parental Policies and Benefits of our company.

Find hereby fields of consideration that InterSearch Worldwide’ s Diversity & Inclusion experts suggest.

Parental Leave Policy

Childcare is the right of every parent so more and more companies are seeing the upside in offering paid leave policy to both new mothers and fathers. For example, Adobe offers new moms 26 weeks of paid leave and new dads 16 weeks.

Reckitt provides 26 weeks paid leave for moms, 40 days for dads, they even put emphasis in their policy on that these rules apply both to parents who adopt and to LMBTQ+ parents in the same way.

These globally applied rules can make a real difference when people aiming for family choose the company to work at for a long term.

Phased-back Return

A growing number of companies have realized that giving returning parents the option to return to work gradually — sometimes called phase-back return or new parent reintegration — is a winning formula. At Pinterest, new parents are given 16 weeks of paid leave and then, for the next four weeks, are fully paid but only required to come in once a week. At General Mills, new moms can work out a part-time schedule with their managers for their first two months back at work; they get full-time benefits and part-time pay.

Mental Support to Returning Parents

Returning to work after becoming a parent is not as easy as starting a new project after a long vacation. The new role, new responsibility, the feeling of juggling with time and trying to perform the best at both roles can detain good results.

In such cases, updating on processes and business status might not be sufficient. By giving a mentoring session on work-life balance when settling back at work for parents can ensure new parents feel comfortable. It helps to feel that they are not alone and that they are respected and appreciated workforce.

There are also examples where returning parents can apply for a 6-month mentorship. The mentor is usually another employee who returned recently from maternity leave.

Check the other chapters of the Diversity, Inclusion & Equity Playbook here: Removal of ‘Unconscious Bias’ from our hiring process to make it more inclusive