SUPPORT FOR EMPLOYERS
Investing in programs that support parents as they navigate the competing priorities of career and family is imperative for progressive organisations. Simply, it says a lot about your organisational priorities and the way you lead your people.
Providing your staff with support, especially during the pivotal life change of becoming a parent, is vital to ensure they can effectively and efficiently navigate the changing demands, whilst they remain committed to business priorities.
Assess current parental support services and policies, benchmarked to best practice
Helping partners navigate the competing demands of family and career
Design and implement parental support strategies in your workplace
A holistic approach to supporting new mothers and their careers
Competency training & workshops to promote workplace culture inclusive of family priorities
Leading Professional Parents for Optimum Performance
WHAT IS A FAMILY-FRIENDLY EMPLOYER?
Fair Work Australia provides a checklist for employer best practice in relation to work and family in regard to working hours, parental leave and flexible work options. However, any Employers of Choice are increasingly providing benefits beyond these standards to provide a more holistic approach to parental support. These include:
Parental leave policy that shows the company ‘cares’.
Equal parental leave for both parents.
Increased paid parental leave (women take an average of twelve and a half months off after having a child).
Flexible and remote working options.
Offering phased returns.
Coaching, mentorship and learning programs to get parents back on the professional track.
Career planning and discussion about long term goals.
Competency training for senior managers to ensure they confidently and competently support new parents.
Creating an open dialogue with returning parents.
Cultivating a cohesive work culture so team members are equally supportive.
Promoting positive parenting practices as part of the organisational culture.
An awareness that matters of this nature are deeply personal and it is important not to make assumptions about individual.
DID YOU KNOW?
19% of women experienced discrimination at work while pregnant.
10% of men suffer prenatal and postpartum depression.
The risk can be reduced by getting men more involved with the baby from birth.
92% of women say a dedicated returner programme would have been beneficial when returning from parental leave.
Female promotions continue to rise with women making up 39% of all managers in Australia.
Westpac found it can cost more than 2.5 times a woman's salary to replace her if she doest not return from parental leave.
72 % of global recruiters believe employer brand has a significant impact on hiring.
Family-Friendly policies improve employer brand.
* The source of these statistics can be found here.
WHY IS FAMILY-FRIENDLY POLICY IMPORTANT?
Organisational policy and practices that support working parents have a wide range of benefits for your business. These include:
A cost-effective means of retaining skilled staff and attracting new employees.
A way to be recognised as an Employer of Choice within an industry or sector.
An increase in the number of people returning to your workplace after parental leave.
Improvement in staff morale, leading to greater engagement in the workplace
Reduction in turnover of staff, leading to lower recruitment and training costs.
Demonstrating to staff that they are valued by the organisation.
Maintained and improved productivity by ensuring highly skilled employees are recruited and retained.
Improved organisational efficiency through the benefits of long service, e.g. institutional memory, industry knowledge, networks and contacts.
Greater gender equality.
Attracting, motivating and retaining employees.