Citi’s Post

👶 Equal Parental Leave! 👶 Deloitte have become the newest big business in the UK, and the first of the big 4 accountancy firms, to offer equal parental leave. This club of forward thinking businesses also includes John Lewis, Goldman Sachs, and Vodafone. Equal parental leave is a great step towards reducing the unfair impact of having children on working mother’s career progression, and allowing dads the time they need to connect with their children. When you give people longer time away from the workplace, you also need to think about how to stay in touch with them while they’re away - badly managed keep in touch for longer term leave can lead to feelings of isolation and anxiety for your employees, and contribute to them looking elsewhere for a job! At KitPro, we’re making that keep in touch process as easy as possible, ensuring people remain connected to their workplace in a safe and supportive fashion while they’re cherishing their new families. How are you keeping in touch with your new parents?

The parental leave and immediate return to work period has long been the focus of The MTPT Project’s work. But what do you think of the first recommendation in our Missing Mothers report? Many other large companies have clocked on to the importance of making the maternity transition as smooth as possible. As early as 2017 I listened enviously as a friend working for PWC described the coaching and touch point workshops offered to her during her expectancy and return to work. Or in 2018 when a neighbour explained the support offered to her through Met Babies when working for the Metropolitan Police. More recently I’ve heard more about the power of this programme from a People Manager, formerly of the Met Police, now working in education. For a female dominated industry, it’s a little mad that we haven’t invested more into this essential parental leave and return period. No wonder the motherhood penalty has such a big (negative) impact on our retention figures and the leadership inequalities in our schools. But what was your experience of returning from parental leave like? Did you feel supported, or benefit from coaching? What made the difference for you?

I’ve harped on about it a few times now, but the absolute most beneficial “perk” I’ve ever received from a business is Linktree’s equitable paid parental leave, which gives both birthing and non-birthing parents 18 weeks of time off that can be taken across two tranches. Yesterday marked my last day in the office for 2024 thanks to this policy, marking the start of my second tranche. What this means, is that myself and Lydia are able to travel back to the UK and introduce Archer to our friends and family on the other side of the world. Equitable paid parental leave has many benefits such as: 💞 Contributing to closing the gender wage gap as men put their careers on hold, not only birthing mothers. 🤝🏼 The ability to support return to work mothers by using parental leave while a mother increases her hours. 👶🏻 Being able to bond with your child when they’re at their earliest most developmental moments. ❤️🔥 Reducing burnout for new parents who can find it difficult to juggle the new normal while still having to show up 110% in their job. I am so grateful to the support and encouragement I’ve received from my workplace, telling me to enjoy the time off, rest and recover and cherish getting to know my little one. I’d love to see equitable parental leave more accessible in more companies across Australia and beyond. 2 weeks is not enough.

Returning From Parental Leave Can Be Stressful. How Some Employers Aim to Fix That. Companies increasingly are creating formal ‘reboarding’ programs to help new parents transition back to work more easily

As I return to work after six weeks of paternity leave, I’ve had time to reflect on a few thoughts that were with me over the past month and a half. They have similarities to our personal and professional communities: 1. Make a plan. Not because you think everything will go according to it (it won’t), but as an exercise to identify what could go wrong and to develop contingency plans (you will need multiple…) 2. If you’re getting conflicting answers, there’s a good chance there is no right answer. Try and hedge your bets. If everyone is saying the same thing, it might be time to listen. 3. We need to reduce gender stereotypes. I received many comments about how I was such a “great dad!” as I was doing the bare minimum - changing diapers, feeding, and holding my son - but it was sad to not hear the same compliments given to my spouse as if it was simply expected and standard behaviour for her to do the same. Particularly since she did the heavy lifting for nine months and now takes over a greater portion of parental duties as I go back to work. 4. Take time to enjoy the little things in life. - great coffee, reading, etc. - and don’t sweat the small stuff (not to be confused with little details of significance)

“Attitudes are really shifting around parental leave. It's a topic that has been evolving, and it's a real opportunity as an employer to drive broader societal change,” said Rachel Pollack, CHRO at QBE North America. Citi has enhanced its family benefits, offering 16 weeks of paid parental leave for all U.S. employees and an additional 8 weeks for birthing parents. Plus, 2 weeks of paid caregiving leave annually. With only 27% of U.S. private workers having paid family leave, these changes are a significant step towards supporting work-life balance. Learn more about Citi’s Paid Parental Leave Policy: https://buff.ly/4cV9UfH #EmployeeBenefits #ParentalLeave #WorkLifeBalance

I just came back from parental leave, and have been SHOCKED by the number of people that reached out about how hard it is to return to work. So many organizations have adopted paid family leave policies to support working families, but caregivers are still leaving the workforce in droves. The truth is: Caregiving doesn’t end when your paid family leave ends -- and organizations need to build policies that reflect that. Are you looking for creative and equitable ways to support your team? RSVP to join: Beyond Paid Family Leave: How can forward-thinking organizations better support caregivers? https://lnkd.in/ecK9rT5N We are SO EXCITED to bring experts from our community to this conversation: Lauren Smith Brody, founder of The Fifth Trimester Catherine Addo, inclusive social impact strategist Sharifah Taqi, Director of Operations at All Out Save your spot for this conversation today: https://lnkd.in/ecK9rT5N

Explore how 'Grandternity' leave is revolutionizing the workplace for older employees. A unique approach to supporting life's precious moments beyond parenthood. Learn more about this innovative concept at WorldatWork. https://bit.ly/3svQg7V

Join me in a conversation with Daniele Atkinson as she shares her insights on returning to work after Parental Leave. Together, we will discuss strategies to assist your organisation and colleagues in navigating a seamless transition both in and out of work. Click the link to book and for more information https://lnkd.in/e7tNKu32

Dads, it's time to seize the opportunity! Explore the untapped benefits of paternity leave and the impact it can have on families and workplaces. Read up on some insights that shed light on the value of being present for those precious early moments. https://lnkd.in/gxRS4Yyy