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Becoming a parent is a wonderful milestone in life. As any parent will tell you, it doesn’t come without challenges, and when the big day comes, parents will need some time off work to settle in to their new life. https://lnkd.in/g_dcu6R2 #Adoptionleave #LeaveManagement #AbsenceManagement #UnpaidLeave #Leavemanagementsystemsoftware
What You Need to Know about Adoption Leave and Pay
icehrm.com
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#TalkToMatt - Head of Surveyor Recruitment / RICS East Mids Board Member / Industry Guide / Sava DipS&V / Father / He/Him
Today, I want to hail the people who stay at home to look after our children, the people who put their careers on hold to make sure our children get the right start in life, the people who face the uncertainty that is returning from maternity leave and have to face the fear of coming back to a job they haven't done for sometimes as long as 12-15 months. It's a scary thought to me, here's what I think about: *giving up your financial independence *giving up your long term routine *being out of the loop in your industry *missing out on opportunities *missing out on social interaction *the complete fear of "going back" *losing your expert status *relying on your partner financially *relying on your partner to just be able to do self care *watching your confidence shrink (in many cases) *being labelled "stay at home parent" *working 60+ hour weeks, that many employers just don't take seriously enough when you have it on your CV. My wife is a prime example, she gave up her 19 year career to bring up our children and to enable me to continue in my role, when she initially looked at going back part time, her employer could only offer her an administrative role - pretty insulting after near 20 years service. She's just preparing herself for a return to employment and there is very limited signposting or obvious support for her. We need to do more to support returning parents, we need to make sure that experience, work ethic, industry expertise, loyalty and culture isn't lost because someone took time out to raise a family. *** This post is not intended to discredit the obvious benefit and blessings of spending time with children and family. #Returningparents #Maternity #Paternity #ReturningDad #ReturningMum #WelcomeBack #Support #MentalHealth #Confidence #Culture #People #Family #Benefits #Signposting #Careerafterkids #TalktoMatt #empoweryourbrand #familybenefits #familysupport Loren Worrall Mike Brett AssocRICS
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In my first year back post maternity leave 5 people I managed went out on parental leave. I almost didn't come back from my leave after my pay was messed up and I realized there was no one more senior than me who had taken maternity leave at the company I could look up to. It was lonely but I'm so glad I went back. Helping people make the transition to being a working parent is what it’s all about. The impact is profound, and it's inspiring to see how valuable return-to-work coaching can be for women coming back from parental leave. #WorkingParents #ParentalLeave #Coaching
Every working mom I've spoken to about my return-to-work coaching for women coming back from parental leave has said it would have been a game changer for them and their careers. Some who took leave over 20 years ago still shudder at how they and their employers struggled through the transition to becoming working parents.
Why every working mother needs a coach
https://www.mother.ly
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Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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This really resonated with me🤔. It’s all about normalising ‘loud parenting’ 📣 and sharing our experiences on professional forums. Work may not stop but parenting also does not stop 🙇♀️and we have to prioritise and find that work/life blend that’s works for you and your employer ✌🏻. Spencer West LLP #workingparents #worklifebalance #parentingjourney
Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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This post really hit home for me. I've worked in corporate cultures where female executives were rumored to have joined conference calls from the labor & delivery room at the hospital. I've seen female leaders choose not to take their full parental leave because of the demands of their role. I've had many hallway conversations with working parents talking about the tough tradeoffs of missing school events and milestones with their kids due to work. I'd love to see corporate culture continue to embrace the flexibility that the pandemic demanded of us and evolve to this level of authenticity and transparency. Modelling the art of balancing parenthood, life and work can go a long way in how future generations approach their careers. You can have it all, and you shouldn't have to pretend it's easy. #workingmoms #workingparents #authenticleadership
Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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Senior Communications Strategist and Writer. Education Advocate: STEM, Equity, Diversity, Community-Building.
What an important and difficult issue that deserves to be brought to light with thoughtfulness, empathy and real solutions. In #STEM there is a very real "mommy tax" that is levied against women who choose to also become parents, particularly in academia, but also in the corporate world. Heck, this is a universal truth. We laud women for "doing it all" and then punish them for mothering or caregiving in the open. I have too many stories of being judged, snubbed, belittled, and yes even punished for daring to prioritize my mom life. I also have too many even more painful stories of sacrifices made at my children's and spouse's expense to get work done, to make a meeting, whatever. Maybe we can step back and consider how we might meet our work responsibilities and ambitions while also creating spaces to meet people's human needs and connections. I daresay we have the technology and maybe even the emotional intelligence to make that a reality. Appreciate the real talk and the leadership, Reshma Saujani.
Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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DEI, HR, Culture, Leadership | Executive Director, Educator and Published Academic | Cammeraygal Land
Flexibility used to mean “do what you need to do, as long as you perform in your role”. It doesn’t seem to be the case anymore. I wish all workplaces would embrace this. I also caution that these practices need to come from leadership. Too often people are judged negatively for not appearing to commit all their time to work, forsaking the reality that it is beneficial for employees to have lives outside of work. The last thing we need is for more high performing people to be overlooked for opportunities and promotions because of the boss’ biases. Amazing role modeling Reshma Saujani, CEO of Moms First for what leadership and an inclusive culture looks like. Thank you for sharing 🙏🏾 #diversityandinclusion #moms #mumlife #organizationalculture #leadership #visibility #worklifeintegration #carers
Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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I often get funny responses or moments of silence from peers or junior colleagues when they realize my calendar is 100% transparent; inclusive of swim lessons, karate class & school carpool. They are not sure what to say, so I usually have to fill the void with "transparency is kindness and more efficient." A few notable outcomes since I did this around 5 months ago: 1. Folks stop booking over slots already taken 2. I feel more empowered to execute my boundaries because it's black & white for all to see. 3. I am starting to see my team and peers also take steps towards claiming their life back from Outlook. 4. I can in-fact be honest whilst holding back certain details to maintain the right mix of sharing that is comfortable for me. That mix will be different for everyone. Here's to greater transparency for what it takes to be a working parent or caregiver. #workingmoms #workingparents #productivity #transparency #servantleadership #clarityispower #boundariesmatter
Any moms out there go to great lengths to hide your mom life from your colleagues and employers? Mom CEOs, how about you? So many of us do our best to make sure that our responsibilities as moms don’t cross over into our work life. When we show up for work, we hide the ways we’re also showing up for our kids. It’s a natural response to a very rational fear that being a mom can hurt our ability to advance in our careers. Just look at the motherhood penalty. Did you know women’s pay decreases as we become mothers? But what if we start being more intentional about making it OK to be a mom at work? Especially the moms who are in positions of power. And the dads, too. If we are actually going to move the needle and make workplaces work for moms, we need to start by showing our coworkers and peers that we are parents in the first place. It’s a new year. Why not make it a resolution to show your motherhood at work? Here are a few ideas: 📅 Block off your calendar for pick-up and drop-off times. (Or show the world what your daily agenda really looks like. Here's mine...) 🚸 Post in your company’s Slack channel when you need to be offline for parenting obligations, and don’t hide what that obligation is. 👼 Show off some photos of your kids in your office / team Slack. 📱 Take your conference call from the school pickup line. 💻 Keep your video on when your kids are home from school and you're doing double duty and working while parenting. I know visibility isn’t going to end the motherhood penalty once and for all. What moms really need are bigger picture changes, like paid family leave, affordable and accessible child care, equal pay, and flexible work schedules, for starters. But changing our work culture is one of the tools we have to get there. So let’s make major strides in 2024. And if you're looking for more ways you can personally commit to making the workplace more friendly for moms, join Moms First & Adecco Group US Foundation's New Year's Resolution here: https://lnkd.in/enz_WAbA
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It was a pleasure to partner with Alt Collective to host Jersey Female Career Stories: Navigating Motherhood & Careers This important event shon a light on the journey of working mothers. Kim Davies Cert CII -Director & Corporate Health and Wellbeing Manager, Rossborough Insurance Kim’s key knowledge of the importance of wellbeing seamlessly aligns with her impressive professional experience. Kim shared her personal experiences that have given her vital insight into how health for the family unit is essential. We talk a lot about parents' health here, it was really great to hear Kim's insights when discussing additional challenges parents may face with regard to their children’s health and the importance of our frame of mind and perspective on it. I will always be open to a trip to Holland thanks to Kim and her analogy. Heidi Gibaut - Group Managing Director, Law At Work (Channel Islands) Limited Heidi is a beacon when highlighting how she joined LAW a month before the birth of her daughter and held an inspiring career while identifying as a parent. The juggle between the two was shared throughout her insights, but her clarity and advice highlighted that you can have it all, you just have to manage timings, expectations and awareness. Concluding that sometimes you just can’t have it all always at the same time. Hayley Goldacre (Grainger) - The Mum Club Support and relatability are key throughout your parenting journey. Hayley has created a community space in Jersey for people to find this within her Mum Club events. Hayley demonstrates the art of the parent juggle by working hand in hand with her toddler in tow. I can personally vouch for this admirable juggle when I bumped into her at a cafe and her daughter automatically sat down at my table and started a colouring activity in anticipation of a meeting, the future Mum Club host at the age of 2! It is courageous to share personal stories of parenthood. However, the strength it provided to a room of people was clear. The panellists showed how we can all find our way navigating a career and parenting, as long as we are organic to ourselves and our values. Parent Health Hub has produced an article to highlight the importance of happiness for working parents. The article includes practical tips on the subject for you and your employer: https://lnkd.in/euv_fVeH #workingmothers #workplacewellbeing
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