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“WE DID IT!" "Our team is so appreciative, their reactions will stick with me for a long time. You are doing work that is impactful and matters to so many. THANK YOU” ☝️ Verbatim note I received from a working mom who successfully advocated for longer paid parental leave at her company. She used Parentaly's template to make the business case for more paid leave. AND IT WORKED! 🥹🥹🥹🥹 Her email - which also said, and I quote, "Your resource made this outcome achievable" - reminded me how much I LOVE the work that I do. It’s also great proof that you can drive change if you put in the work and present the data about the benefits of paid parental leave. For anyone reading this who wants to help enhance their company’s parental leave policy … don’t take this example lightly! Use our free template and you may just get this desired outcome at your company: more paid leave for parents to bond with their children. (FYI, it’s free - find it 👇) #parentalleave #benefits

Returning to paid work after parental leave can be many things - daunting, overwhelming and exciting. Parents are looking to their employers to support them through this huge transition. And employers are looking for practical ways to provide this support and retain their talented people. That's why I've collaborated with Luke Cook at Cuppa, to create the "So Now You're a Working Parent" course. If you'd like to learn about the options for accessing this on-demand course for your employees, let me know and I can share our 2-page brochure. #sonowyoureaworkingparent #familyfriendlyleadership #supportingworkingparents

The U.S. is one of the only countries in the world without paid parental leave. And even though polls show over 80% of voters support a paid leave, we’ve yet to see a national mandate pass. One way this could change? If businesses advocate for paid parental leave – for the government to hear from business leaders on how it’ll boost the economy and workforce. One company that has committed to this work is Bobbie, which you may know for their high-quality, organic baby formula. But they’re also extremely vocal about the importance of paid parental leave. They’ve even launched multiple initiatives unrelated to the products they sell to advocate for policy change. They prioritize this advocacy work because it's in their DNA to support parents. Because of their belief that it has a positive impact on everyone - not just the employee who takes leave. Tomorrow, we’re releasing an episode of The False Tradeoff with Sarah Hardy, Bobbie's co-founder and chief people/experience officer. We talk about these initiatives and the many other ways they’re doing their part to better support parents. Get on our list 👇 to hear it first. #parentalleave #employeeexperience

What did nearly 3,000 mothers say about what companies got right and wrong about the parental leave experience? 👀 We surveyed thousands of parents who took parental leave over the last three years, asking questions like: ❓ Who covered your work?  ❓ How did your manager support you? ❓ Did you receive a re-onboarding plan?  ❓ What were your biggest concerns going into parental leave?  ❓ What were your biggest wins coming back from parental leave? And, the kicker: 🤔 Were you still employed at your company 18 months after you returned? Curious to hear what we found? Get your copy of the research study and then share what you found most interesting ⬇️ #parentalleave #survey #workingparents #policy

I'm so happy to see this article making the rounds. As a parent and manager I can attest that reboarding after parental leave needs fixing. Kudos to Parentaly for helping employers prioritize getting this right. My takeaways: - start planning well before employees go on leave - ask what info, if any, employees would like to be kept abreast of and with what frequency  - create an in-house network or buddy system for employees to lean on while they are out and when they return - train and support their managers throughout the process I'm always looking for ways to work better and keep parents in the workforce. Would love to hear what's worked for you. #parentsatwork #betterfuture #culturetransformation https://lnkd.in/eNkSFsqX

"Without access to paid family leave, nearly 30% of women drop out of the workforce within a year of giving birth, and one-in-five do not return for more than a decade." 30% drop out within a year, 20% within 10 years. You know these women. This is an issue that should be concerning to our entire society, not just to mothers. Paid leave is no longer something that people speculate the benefits of; the benefits are researched. It's an investment. Research shows it's a profitable practice. Time to make these changes wide spread!!

Check out my piece for NAWO on "The Landscape of Parental Leave in Australia: Spotlight on Operational Industries". It's an insightful way to wrap up 2024's National Carer's week (October 13-19), and consider how to best support all carers and parents to reach their full potential in the workplace. https://lnkd.in/gFrxEXpN

Becoming a parent is a life-changing experience. Many companies have been extending #maternity and #paternity leave, which is quite commendable. However, having a parental leave #policy should go beyond granting time off (regardless of the duration) to an individual… It's also important to give them the opportunity to gradually reintroduce #work into their lives, which has now changed with the arrival of a new #family member. At Strider, besides 12 weeks of maternity leave, we decided to introduce a "Welcome Back Program" where mothers can gradually return to work over the course of three months. During this time, our teammates can work #flexible reduced hours for full pay until they transition back to full-time work, allowing them to adapt to a new routine on their own time while bonding with their newborn or newly adopted child. What other types of support do you think are essential for parents returning to work? Comment on what your ideal return-to-work program would look like below!

Access to paid family leave is SO important (for both mothers and fathers) as is family/community support, including for breastfeeding mothers. Unsupportive work and family leave policies where breastfeeding is concerned are just one reason women stop breastfeeding their babies early. However, it's one reason that can be most easily rectified. By adopting more favorable infant feeding policies and introducing more beneficial family leave policies; companies can increase their employee retention and productivity. Mother's who can properly care for their babies are free to focus more of their energy on work.

As a career coach, I’ve witnessed how essential paid family leave is for women’s career progression. I’ve seen how the lack of parental leave forced many women to choose between their careers and families. This shouldn’t be the case! 💪 Advocating for paid family leave isn’t just about supporting parents; it’s about creating equitable workplaces for everyone. When women can care for their families without sacrificing their careers,  it benefits all of us —improving retention and fostering diversity. Let’s champion policies that allow caregivers to thrive and create a future where careers and family life coexist harmoniously. Together, we can make a difference! 💖 #PaidFamilyLeave #WorkplaceEquality #WomenInBusiness