Best Places To Work in Kuwait’s Post

Supporting Working Parents: A Call for Change! A recent survey by REC Parenting revealed that only 14% of working parents feel adequately supported by their employee benefits package?. Mental health support, childcare vouchers, and healthcare services for children were among the most common benefits reported by working parents. But flexible working emerged as a vital benefit for working parents. A separate survey by workingmums.co.uk found that a staggering 73% of working mums described a lack of flexibility as a dealbreaker when applying for a new job. It's evident that flexibility plays a significant role in work-life balance and employee satisfaction. Let's advocate for more flexible policies that empower working parents to effectively manage their professional and personal responsibilities. By leading by example and promoting work-life balance, employers can create environments where parents feel valued and empowered. #WorkingParents #FlexibleWorkPolicies #InclusiveWorkplace #EmployeeBenefits #WorkLifeBalance #ChampioningChange #EmpoweringParenthood #Hr #Recruitment

Back-to-school season is here and with many employees being parents HR can play a large role in supporting their needs. From offering childcare benefits to extra flexibility, better work-life balance and more there are many opportunities to step up. Following through and helping working parents can lead to positive benefits such as an increase in employee satisfaction and engagement. Try these five tips to improve work offerings for parents this fall. #Backtoschool #WorkingParents #SupportEmployees https://lnkd.in/eR7Q4Qr6

Supporting working parents during the back-to-school season is crucial for employee engagement and productivity. Here are some effective strategies to support working parents as they navigate the back-to-school season: 🔵Flexible work schedules 🔵Remote work options 🔵Childcare assistance 🔵Educational support programs 🔵Mental health and wellness support 🔵Parental leave policies 🔵Communication and empathy 🔵Creating a supportive community Candidates are highly attracted to companies that demonstrate a commitment to supporting working parents. Supporting working parents is not only beneficial for employee but the organization as a whole. Read more: https://bit.ly/3zZmtb1

Today, supporting working parents isn't just about generous benefits—it's about fostering a culture of care and trust, starting from the top down! Research from Great Place To Work® reveals that companies prioritizing parental support directly impact employee wellbeing and productivity. 1. Benefits Matter: Top companies offer generous paid leave and childcare support, empowering parents to balance work and family responsibilities effectively. 2. Managerial Support: Having a supportive manager is crucial for parental success at work. Managers who keep their promises and actively seek employee feedback foster an environment where parents thrive. 3. Whole Family Support: Companies extend support beyond employees to their entire family unit, offering counselling services and personalized assistance to address various life challenges. 4. Accountability and Flexibility: Holding managers accountable for supporting parents ensures consistency and fairness across the organization. Flexible benefits cater to diverse needs, from college admissions counselling to virtual tutoring during challenging times. By investing in robust parental support systems and cultivating empathetic leadership, companies can create a workplace where every parent feels valued, supported, and empowered to succeed. Read here for more information: https://lnkd.in/deUFeaR5 #MakingIndiaAGreatPlaceToWorkForAll #BestWorkplaces #GPTW4ALL #Accountability #Flexibility #supportivemanager #employeewellbeing

✉️ Dear business leaders asking for more mandated time back in the office... I understand the drive for collaboration and connection, but please think first about whether you have a flexible working policy that is: a) fit for purpose ✅ b) exists in a culture where people feel they can actually ask for it ✅ With a childcare system on its knees, parents are already struggling and working mums (who do the lion's share of childcare responsibilities) will feel the burden of this loss of flexibility and autonomy most. It will hit their time, energy, and creativity and erode the trust and connection they feel to your organisation and their work. 💭 What do you think? How can we balance flexibility and autonomy with collaboration and business needs? Join the conversation in the comments.

The recent Personnel Today article highlights a concerning trend: two in five parents are actively seeking new jobs in search of support. This reflects the challenges faced by working parents and companies. The article also references insights from The Modern Families Index 2024, emphasizing the urgent need for US employers to provide genuine support for work-family balance and cultivate empathetic workplace cultures. MOTHERboard was created to address these issues directly. Companies that invest in our services demonstrate their dedication to tackling these concerns, and we are committed to helping them create nurturing and inclusive environments for working mothers. Our objective is to ensure that articles like these findings are a thing of the past, and we support companies in achieving a satisfying balance between professional and personal lives. This commitment fosters a healthier and more productive workplace environment that prioritizes work-life balance. (https://lnkd.in/ebgxDMn7)

Returning to work as a #newparent can be both exciting and daunting. 👩🏼🍼 As an employer, your support and understanding make a big difference when it comes to helping parents transition back into their roles as smoothly as possible. Here are our top 5 #tips for #HRmanagers to help returning parents get back into the swing of things - 1️⃣ Open Communication: Ask returning parents what they need to ease their transition (flexible hours, additional resources or support networks) 2️⃣ Flexibility Is Key: Parenting requires flexibility, so hybrid working hours and flexible work hours are effective ways to create a gradual transition 3️⃣ Set Clear Expectations: Ensure timelines and responsibilities are clear for both the employee and line manager, regarding any new arrangement that has been made 4️⃣ Childcare Support: Providing incentives for nursery care can significantly alleviate the burden on returning parents, allowing them to focus on their responsibilities at work 5️⃣ Supportive Culture: Make returning parents feel welcomed and supported by encouraging empathy from team members By implementing these strategies, you not only retain valuable talent but also foster a culture of inclusivity and support within your organisation. #MaternityLeave #PaternityLeave #FlexibleWork #ReturningParents #RetainingTalent #InclusiveWorkplace #HRTips #YomlyHR

Did you know that #WorkingMoms make up 24.2 million members of the US workforce? That's why it's so critical to provide family-friendly benefits. From flexible hours and remote work options to childcare support and mental health resources, these perks can help your company attract and retain top talent. Read on for 11 key benefits that working moms value ⬇️

My viewpoint brings up an important aspect of the discussion on women's workplace balance: the need for diverse industries to adapt their practices to support women, particularly those with caregiving responsibilities like small children. On how the hospitality industry, such as hotels, can make provisions similar to those found in IT/BPO sectors: Flexible Work Arrangements: Hotels can offer flexible work arrangements, such as remote work options or flexible scheduling, to accommodate the needs of women with small children. This could involve allowing employees to work from home for certain tasks or adjusting their hours to align with their caregiving responsibilities. Part-Time Opportunities: Providing part-time job opportunities allows women with young children to maintain a connection to the workforce while still being able to fulfill their caregiving duties. Hotels can offer part-time roles in various departments, including front desk, housekeeping, or food service. On-Site Childcare Facilities: Some larger hotels may consider investing in on-site childcare facilities or partnering with local childcare providers to offer discounted services for employees. This makes it easier for women to balance work and childcare responsibilities, knowing their children are nearby and well cared for. Parental Leave Policies: Implementing generous parental leave policies ensures that new parents, including mothers, have the time to bond with their children without worrying about job security or financial stability. Hotels can offer paid parental leave and support returning employees with a gradual transition back to work. Employee Assistance Programs (EAPs): EAPs can provide support for employees managing work-life balance issues, including access to resources for childcare, parenting support, and stress management. Hotels can offer EAPs as part of their benefits package to assist employees in navigating the challenges of caregiving. Training and Development: Providing training and development opportunities tailored to the needs of women, including those with caregiving responsibilities, demonstrates a commitment to their professional growth and advancement within the organization. Hotels can offer mentorship programs, leadership training, and skills development workshops to support women in their careers. By implementing these provisions, hotels can create a more inclusive and supportive environment for women with small children, ultimately leading to greater retention, employee satisfaction, and productivity. Additionally, it helps hotels tap into a diverse talent pool and fosters a culture of equality and respect in the workplace. Vanishree Pastay Koul ( Vani )EVANIH HerKey #WomenInBusiness #WorkLifeBalance #GenderEqualit #DiversityAndInclusion #EmpowerWomen #Feminism #CareerGoals #ProfessionalDevelopment #WomenLeaders #BreakingTheGlassCeiling

Employer brand communications is my lane, but ultimately your employer brand IMAGE rests on your company’s actions vis-a-vis employee expectations. This poster points out a few ways top employers are making a positive impact on employees who are parents. Interesting. #employerbranding