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Recruiting and retaining skilled talent is never easy — but doing so in a job market where employees seem to continually have the upper hand feels more difficult than ever.. To stand out, companies must prioritize creating a strong workplace culture and offering an attractive benefits package. That’s why developing an inclusive parental leave policy is critical – not only for employee morale – but also for retention and productivity.
Yes – employees are more loyal and more productive when they feel valued. And our diverse workforce is beginning to demand inclusive parental leave benefits that go beyond traditional maternity leave.
1. Diverse Family Structures
The traditional family unit is decreasingly the norm. The idea of “family” is as fluid today as ever. Rather than focusing solely on maternity leave for birthing mothers, it’s essential to consider the needs of single-parent families, LGBTQ+ families, adoptive parents, and foster families as well. Each of these family types deserves equal recognition and support in the workplace.
When developing policies, it’s crucial to acknowledge the diverse family structures that exist. While birthing parents need time to recover and bond with their newborns, other caregivers also require the opportunity to connect with the new member of their family. Acknowledging – and acting on – that fact can set you apart from other employers in the market.
2. Research and Benchmarking
Not sure where your company stands? Armed with this information, it would be beneficial to research existing policies within your specific industry – and beyond. By benchmarking against companies known for their inclusive practices, you can begin to set your own company up for success.
And if you think that your employees don’t need or wouldn’t benefit from an inclusive parental leave policy, ask them yourself. Gathering feedback from employees is a valuable tactic to assess exactly what they expect from a parental leave policy. And if you’re not meeting those expectations, you’ll know where you stand — and have a roadmap for improvement based on real needs and insights.
3. Define Inclusive Language
While creating inclusive policies is an excellent starting point, language plays a critical role in ensuring that every employee feels seen. The words used in policy documents convey the culture and values of your organization, so choosing language thoughtfully is essential. By using terms that acknowledge and respect diverse family structures and individual identities, your policies become more accessible and relatable to everyone.
Replacing Traditional Terms
Traditional terms in parental leave policies often assume heteronormative family structures, which can alienate employees who don’t identify within those traditional roles. Inclusive language provides options that speak to a broader group of people. Consider these examples of inclusive language when drafting new policies:
"Birthing Parent" instead of “mother” recognizes that not all people who give birth identify as mothers. This adjustment makes the policy applicable to anyone who is pregnant or has given birth, regardless of their gender identity.
"Non-Birthing Parent" instead of “father” includes partners, adoptive parents, and anyone in a parental role, regardless of their gender or biological relation to the child.
"Primary Caregiver" and "Secondary Caregiver" offer flexibility and acknowledge that family roles vary. Primary caregiver leave can be available to any caregiver who takes on the primary responsibility for a child, whether that’s through birth, adoption, or fostering.
"Parental Leave" instead of “Maternity” or “Paternity Leave” includes both birthing and non-birthing parents but also recognizes adoptive and foster parents who are not necessarily tied to traditional maternity or paternity labels.
4. Consider Various Leave Lengths and Flexibility
If it’s unrealistic to offer a lengthy paid leave for every parenting situation, it is still possible to be inclusive and fair by offering flexible leave options that can accommodate different family needs.
While primary caregivers or birthing parents might benefit from the longest leave you offer, consider offering parents in other situations options such as phased returns, part-time leave, or extended leave for those who need it.
Additionally, providing the ability to take leave intermittently can help caregivers manage their responsibilities without feeling overwhelmed. By tailoring leave options to meet the diverse needs of all employees, you can create a supportive environment that values the well-being of all families.
6. Incorporate a Support System
If caring for your employees is truly an important part of how you conduct business, your parental leave benefits will only be one aspect of what you offer. Besides, employees are real people with real struggles – so creating support systems for them when they return from leave (such as mentorship programs, support groups, or intermittent check-ins with HR) can go a long way to making them feel supported and valued. New parents can benefit from open communication channels where they can discuss their unique experiences and needs. Plus, if they feel taken care of at work, they will return the favor with their loyalty and higher productivity – which means lower turnover for you.
7. Regularly Review and Update Policies
While it is commendable to consider updating your leave policies to be more inclusive, the work does not end there. It can be beneficial to review and update your parental leave policies on a regular basis. Allow employee feedback to inform changes that are needed, and most of all, be sure to keep such policies adaptable to the ever-evolving workforce. Because what works well today might not be appropriate tomorrow.
Creating an inclusive parental leave policy shouldn’t just be a legal obligation – but rather a step towards developing a workplace culture that values diversity. By acknowledging the different family structures that exist, using inclusive language when speaking to them, and offering flexible leave options that they can truly benefit from, you demonstrate your company’s commitment to supporting all employees through a critical point in their lives.
Let’s Take the Next Step Together
Training leaders to create family-friendly policies in the workplace is the foundation of the CARRY™ Consulting process. Book a consultation with CARRY™ Consulting today to enhance your caregiving strategies and start driving real change in your organization.
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