Return-to-Work Benefits Are Not One Size Fits All

Career Strategy

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Today, most companies are prioritizing benefits, such as flexibility and paid leave, as they become increasingly aware that their ability to attract and retain talent often hinges on company culture. But with so many organizations now offering employees these somewhat “standard” benefits—albeit important and appreciated—a common misconception can occur: If given enough maternity/paternity leave, new parents (particularly working mothers) can return to work without missing a beat, taking on just as much if not more than when they left.

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New parent bias is a very real problem in today’s workplace. In fact, 43% of women with children leave or take breaks from their career because of the pull of family. Take one common example: A new mom is offered flexibility by Human Resources (HR); however, when she needs to shift hours to accommodate her new family life—baby gets sick, child care falls through, etc.—coworkers can often become frustrated and overloaded.

That example plays out countless times in countless ways, all mapping back to the reality that return-to-work benefits are an essential component to help companies systematize a culture that better supports working parents. As part of its return-to-work program, companies should offer training and resources to help managers and

Read from Benefits – HR Daily Advisor

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