Paid maternity and paternity leave has been a long-debated topic in the United States, as it is one of the last remaining developed countries without formal legislation in place guaranteeing working parents paid time off to care for their new babies. As more and more companies today look to support new parents in the workplace by independently offering parental leave packages, they are still seeing parents exiting the workforce—particularly new moms.
In one poll, 61% of women said family responsibilities were the main reason they weren’t working. So, what can employers do to better retain their female talent and reduce high turnover costs?
There is a noticeable gap that exists between the leaps in paid leave policies and the 11% of companies offering supportive programs for parents reentering the workforce. That gap accounts for company cultures that aren’t adequately prepared or structured for new moms finding success after maternity leave.
After such a massive shift at home, employees shouldn’t be expected to return to work and pick up exactly where they left off with no noticeable change in working style, schedule, interactions, etc. What’s more, maternal bias is still a huge hurdle we need to overcome. It’s been proven that moms are unjustly viewed as less competent and career-oriented than other employees, and consequently, 42% of women worry that growing their family will hurt their career. Read more here…
Source: HR Daily Advisor