In a nation where family values and programs are believed to be a priority, many parents are left out of the equation when it comes to paid-time vacation to spend time with their precious newborn. Although both parents work for pay in 78 percent of today’s working-class families, most mothers are granted unpaid parental leave to care for their new child. For many fathers, neither of these are an option.
Recently Netflix, a leading Internet subscription service for movies and TV shows, announced an unlimited first-year leave policy for new parents after the birth or adoption of a child.
“At Netflix, we work hard to foster a ‘freedom and responsibility’ culture that gives our employees context about our business and the freedom to make their own decisions along with the accompanying responsibility,” wrote Tawni Cranz, Netflix’s chief talent officer, in a statement. “We want employees to have the flexibility and confidence to balance the needs of their growing families without worrying about work or finances. Parents can return part-time, full-time, or return and then go back out as needed.”
Although there has been a rise in controversy about why the new policy doesn’t apply to all Netflix employees – those in Netflix’s DVD division aren’t covered – it has inspired other businesses to take a look at their operations.
A week after the announcement, Microsoft also increased its paid maternity/paternity leave from four to 12 weeks. Following, Adobe Systems Inc. modified their nine-week parental leave to give primary caregivers 16 weeks of paid leave after the birth or adoption of a child.
The National Partnership for Women & Families found the United State’s parental leave policies are some of the worst in the world, especially for fathers. A Harvard University study of 168 countries found 163 guaranteed paid leave to women in connection with childbirth, and 45 guaranteed paid paternity or parental leave.
Given it seems corporate giants are realizing the value of parental leave, some Indiana companies hold true to the policy as well.
Dianna Boyce, senior director of corporate communications at Finish Line said their company continuously evaluates employee benefits.
“In today’s environment with total connectivity, we recognize the importance of integrating work with life and life with work. Part of that evolution has included researching and implementing time-off changes to help employees with that integration,” said Boyce. “We’re excited to see employees benefiting from extended time at home after the birth of a baby to bond with their new child.”
FirstPerson, a company that works directly with CEOs, CFOs and human resources directors to help organizations design meaningful employment experiences for a healthier business, said not only is their company reconsidering their parental leave policy, many of their clients are as well.
“(Under) our current policy, maternity leave is more flexible than paternity leave, but we do allow time off for expectant fathers as well,” said Leigh Crick, vice president of HR and administration at FirstPerson. “We are seeing a shift with many of our clients who are going toward more parental leave than the traditional maternity leave.”
Crick mentioned three states that guarantee parental leave for men and women, who are California, Rhode Island and New Jersey, and explained the sudden shift is due to larger companies drafting parental leave policies.
“Anytime you give some type of benefit for a leave policy, employees receive that as something positive. That can help in recruitment efforts, retention and overall employee engagement and motivation,” she said.
Although several Indiana companies aren’t on the standard of Facebook, who allow four months of paid parental leave and $4,000 in cash, they are making their mark in the process of change.
Mainstreet has perks for employees, families
Mainstreet, headquartered in Carmel, Indiana, is an award-winning company, in part because of their perks for employees and families. As a company with a CEO who has seven children and a CFO with six, the company values family time.
Following are benefits the company offers:
Unlimited vacation policy.
Kids room available, if parents need to bring their kids to work, with games, chairs, a TV and toys. Children also have the freedom to draw on the walls.
Kids are common in the office and employees engage with them.
Employees regularly hear little voices and laughs, and pass little ones in the hall.
Regular employee parties with spouses and families invited (in fact spouses have a committee where they plan some of the events).
A new, dedicated mothers/nursing room for breastfeeding mothers is available.
Baby showers (even for the dads) for employees.
Each new baby receives a Mainstreet onesie.
