During the FQ’s Equality Lounge at Davos, we had an honest discussion about why leave policies and returnship programs are not enough on their own–employees have to feel secure enough to take them and be incentivized to bring back others who have been out of the game even longer.
How do we make employees confident to take parental leave without worrying about being penalized? “Role modeling. When they see other leaders doing it,” del Mar Martínez said.
P&G has the same benefits available to everyone and that's making a big difference. “We need role modeling not only for ourselves, but for everyone watching our brands. When my son was small I worked three days per week, and at that time, it was kind of scary to do that, but now I can talk about that very openly and share it as an example,” Cielica said.
Five, 10, 15 years out of the workforce is very different from a long maternity leave. At McKinsey, del Mar Martínez “By keeping them connected to the organization, there is less of a steep learning curve,” Carreau said. This also speaks volumes to the type of care culture your company exhibits.Whatever policies organizations put in place, “they have to be put into place unilaterally,” Carreau said.
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