TOOTRiS’ Post

Empowering moms at work doesn’t require a 10 person taskforce🤦🏾♀️It’s about simply giving mothers what they need: ✅competitive wages, ✅support for their families, and ✅career mobility. . Leaders and managers can do pay equity analyses to ensure women are paid what they should be and childcare subsidies are a THING!💯 Although NPR points out that, “only about 12% of U.S. employers offer some kind of child care assistance, according to the Labor Department. . Still, 💓LOVE💓to see this employer be proactively responsive to what women leaders need to thrive!🙌🏾 More of this, pls!🔥 . #womenleaders #leadershiptips #inclusion #diversityequityinclusion #workingmoms .

I’m off for 6 months 👶 👋 If you know me, you know I’m not the sort to gush about corporate policies. I am almost pathologically opposed to being earnest in any context, and particularly at work. But I’ll make an exception for Phoenix Group's parental leave policy, which gives 26 week of paid leave to non-birthing parents, regardless of length of service. This matters. We know that the gender pay gap is overwhelmingly a maternity gap (80%-ish in most studies). We know that take up of shared parental leave is around 2%, and we know why: because for most families, it still carries a big financial penalty. It’s also logistically complicated, and trades one parent’s leave off for another’s. Companies like to make noise about how hard they are trying to make the workplace more equitable. The truth is, there’s one nailed on thing they can do right now: pay for better parental leave. It doesn’t solve every issue, but it’s far more impactful than endless panels, events, and campaigns. As Bill Bernbach said, “A principle isn’t a principle until it costs you something.” (I’m sure you’ve never heard that quote on LinkedIn before…) Phoenix Group is one of a tiny number of big companies that has made a significant commitment here. It will be lifechanging for my family, as I know it has been for hundreds of others. Now also feels like a good time to thank my managers, Hilary and David, for their support. You’ve been incredible, and I can’t wait to get stuck back in later in the year. If you’re waiting on my next newsletter, I’m afraid you’re going to have to wait a little longer. See you on the other side. – Some links, in case you’re interested in this topic: https://lnkd.in/eTxkwqqX https://lnkd.in/eTTb67Jv https://lnkd.in/eHyURHnC

Company-offered child care benefits aren’t just for working moms. Yes, they keep women in the workplace. Yes, they allow them to grow their career *while* carrying out roles as primary caregiver. Yes, they help to close the gender gap. Aside from all of those benefits, new Boston Consulting Group (BCG) research shows it’s monumentally good for business. Without such benefits in place, companies face grave consequences in terms of retention, engagement, and productivity. Child care benefits deliver real returns, helping companies recruit and retain quality talent. With child care taken care of, at a price employees can afford, businesses see an an ROI of up to 425%. That sounds like a win for everyone involved!

Inclusion action 1️⃣2️⃣: #WorkingWhilePregnant - The price women pay for the privilege to work 👇👇👇 🤰 I’m 26 weeks pregnant and already needing to secure childcare for my return to work, in Spring 2025. This afternoon I’m feeling simultaneously: ✅ Relieved I’ve secured childcare today (4 days per week, Mar 2025 onwards) ❌ Confused as to how the hell other women and families cover the cost… -£1052.66 deposit. 🚗 My first car cost me significantly less (and I could use it straight away!) This is a fundamental barrier to women accessing economic opportunity through paid work. And there is no doubt in my mind that I am very lucky to be able to afford such an upfront cost. So what’s my call to action? 👉 Every organisation has the option to introduce flexible roles that empower women to balance competing financial demands - flexi/part time/role share is a must! 👉 Some organisations offer a return to work bonus - why not consider repurposing to a ‘baby bonus’? Invest in women so they CAN return, rather than thanking them after they have overcome the financial hurdles… 👉 Really serious? Subsidise local crèches to make it financially viable for women to work in your organisation What’s your experience #WorkingWhilePregnant and the cost of childcare? Tell me in the comments 👇👇👇 #DesignHerIn #InvestInWomen #GenderEquality #Childcare #Inclusion #HR #EDI Speak Out Revolution

As the dynamics of the workforce evolve, the intersection between women's employment and childcare remains a crucial conversation. Recent discussions highlight the significant impact that accessible and affordable childcare has on enabling more women to join and remain in the workforce. In many industries, the lack of options forces talented professionals to choose between their careers and their families. By supporting initiatives that improve childcare access, we pave the way for a more inclusive and productive workforce. By using a solution such as ADP TotalSource for your small business, we help implement solutions that not only address your HR needs but also consider the broader social factors that impact your business. By providing comprehensive benefits and fostering a supportive work environment, we help your business thrive while empowering your employees to achieve a better work-life balance. https://lnkd.in/eRYsh5JH

There were almost 25,000 claims for shared parental leave last year – a record number since the right was introduced in 2015, when only 6,200 people made use of it. A Department for Business and Trade report on shared parental leave (SPL) at the end of 2023 estimated that between 2015 and 2020, just 1% of eligible mothers and 5% of eligible fathers or partners were taking it, with 13,000 people claiming it in 2021-22. However, according to figures from HMRC, 24,700 claimed SPL in 2023-24. How has uptake of shared parent leave improved within your organisation? https://bit.ly/3YA27Q9 #ReedTalentSolutions #SharedParentalLeave #ParentalLeave #HR 

Could the state you live play a determing factor in your decision to have or add more children to your family? 🤔 WalletHub “Best and Worst States for Working Moms,” gives us a look at the best and the worst! Check it out 👇🏾👇🏾👇🏾 #equitablepay for #workingmoms

85% of women leave the full-time workforce within three years of having children. 19% leave the workforce altogether, most often because their work cannot offer any flexibility or they cannot afford childcare. Of the 24% that attempted to go back to their pre-children full-time hours, 57% left within two years. Of those, 19% were due to redundancy, 11% due to ill mental health and 36% because it wasn't sustainable. Source: Careers After Babies Report 2022 (link to report in comments). We need better ways to support women returners. Please consider the Return to Work Group Coaching Programme launching on 12 September for 10 women. We will meet monthly online for 6 months to help these women returners bridge the gap between home and work so that they can return feeling less apologetic about their absence, more confident in asking for what they need and clear on how they want to contribute to their organisation's goals. Call me! #returntowork #talentretention #workingmoms

"The best states provide equitable pay for women and the potential for career advancement, robust parental leave policies and high-quality childcare, healthcare, and schools. This gives working moms both the financial ability and peace of mind to not have to choose between a career and family.” 🔥🔥🔥 Have you seen WalletHub's list of best and worst states for working moms yet They looked at 17 key metrics and ranked states based on three main categories: 🧒🏽 Childcare 💻 Professional opportunities  ⚖️ Work-life balance See ⬇️ to learn where your state lands on the list! #workingmoms

Well done on this great article Kate Thwaites! "Our government the first Female Majority Government in Australian #herstory, and I am so proud to be a part of it. "Our government not only recognises that there is a gender pay gap, we are working to close it. (Great to see - and so it should be eliminated!) "We backed a 15 per cent pay rise in childcare and also in aged care, both dominated by Women workers. "We are boosting paid parental leave to six months and paying super on it so that Women no longer retire with less super because they took time out to care for their babies. Our tax cuts, which came into effect in July, mean that 90 per cent of Women are better off than they would have been!" Amazing work and obviously this government places a priority on supporting and empowering Australian Women - as it should be. When Women are supported and empowered everyone benefits. #FemaleLeadershipFTW #FutureisFeminist #FutureisNOW #herstory https://lnkd.in/gdVx6TAS