Just wrote our org’s paid leave policy

[Anonymous]

* Gender-neutral paid leave for new parents of new children (includes biological, adopted and foster)
* Six months total: 3 months fully paid, 3 months of partially paid leave or return to work for 3 months part-time with full-time pay
* Same for medical leave
* 1 month caregiving leave

We’re a small org (less than 50 people), but they’re very serious about diversifying their staff and especially leadership and I told them
this is how you do it.

[Anonymous]

It is one way. Good job, op.

Now just make sure diverse people actually get a seat at the table. Even if they aren’t ready to take an active role, get them in the room so they know what positions above them entail

[Anonymous]

Thumbs up OP.

[Anonymous]

Amazing. I would add in that people need to stay for 2 years after returning to work or they have to give back the money. Similar to tuition benefits.

[Anonymous]

Why should you get full-time pay for working part-time after you’ve already gotten 3 months off paid? No need to be greedy. Goodness.

[Anonymous]

Newborns are hard and I am 1000% supportive of inclusive policies.
But does anyone else kind of worry that by making everything equal, that we ignore the realities of childbirth on a mother? I don’t know what the solution is— I certainly want adoptive parents, partners, etc to have time off, but I also feel like as a society we already gloss over the challenges of childbirth (it’s natural! It’s wonderful!) and don’t provide physical or mental supports to birth moms- many of whom are recovering from surgery, potentially life-threatening complications, or long term issues requiring PT. I guess what I’m saying is that fair is not always equal.

I don’t mean to hijack your thread, OP, and congrats on writing a thoughtful policy.

[Anonymous]

Anonymous wrote:Amazing. I would add in that people need to stay for 2 years after returning to work or they have to give back the money. Similar to tuition benefits.

2 years is extreme. Maybe 6 months instead?

I like your policy, OP. It’s a big step in the right direction.

[Anonymous]

Anonymous wrote:Why should you get full-time pay for working part-time after you’ve already gotten 3 months off paid? No need to be greedy. Goodness.

I’ve never had a leave shorter than 5 months. I really can’t imagine any shorter. 3 months is decent for America but freaking tough for actual moms.

[Anonymous]

Anonymous wrote:Why should you get full-time pay for working part-time after you’ve already gotten 3 months off paid?

Please never move to a country where paid parental leave is seen is the norm rather than the exception.
Just a suggestion. From a FTM who is happy that she will be able to stay home 6 weeks before and 8 weeks after birth at full pay and an additional 12 months at 2/3 or 24 months at 1/3 of her salary - without having to work - to actually take care of the child she has been waiting for for years.

[Anonymous]

Anonymous wrote:Newborns are hard and I am 1000% supportive of inclusive policies.
But does anyone else kind of worry that by making everything equal, that we ignore the realities of childbirth on a mother? I don’t know what the solution is— I certainly want adoptive parents, partners, etc to have time off, but I also feel like as a society we already gloss over the challenges of childbirth (it’s natural! It’s wonderful!) and don’t provide physical or mental supports to birth moms- many of whom are recovering from surgery, potentially life-threatening complications, or long term issues requiring PT. I guess what I’m saying is that fair is not always equal.

I don’t mean to hijack your thread, OP, and congrats on writing a thoughtful policy.

This has always been an issue for me too. I know one of the biggest ways to improve the societal situation for mothers recovering from childbirth is to make it easier AND socially expected for a partner to stay home to care for baby and new mom too but I also struggle with the idea that these broad parental leave policies place the emphasis squarely on adjusting to a new baby/child and not on the realities of the impact pregnancy and childbirth has on a woman. I don’t know how to solve that though. Maybe someday these policies will also include flexibility for pre and postnatal leave specifically for dealing with the challenges of pregnancy ans the often drawn out postpartum treatments needed to fully recover.

[Anonymous]

Gender neutral parental leave sounds like you get the same amount of leave regardless if the baby is a boy or a girl

[Anonymous]

If you do that you basically need to hire extra staff just to cover the work that needs to be do mbe when people are on parental leave. Not saying there’s anything wrong with that but there will be a real impact on budget (or else workload/morale).

[Anonymous]

Anonymous wrote:Thumbs up OP.

+1. I got 3.5 months paid leave with each kid and it’s one of the reasons I’ve stayed at this job for so long. If women are given the time to recover and bond with their babies, they are less likely to leave the workforce and companies don’t need to face costly employee turnover.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Thumbs up OP.

+1. I got 3.5 months paid leave with each kid and it’s one of the reasons I’ve stayed at this job for so long. If women are given the time to recover and bond with their babies, they are less likely to leave the workforce and companies don’t need to face costly employee turnover.

Let’s be real. The ability (or not) to bond with your baby is not the reason most women leave the workforce. It’s almost always an issue of childcare.

[Anonymous]

Anonymous wrote:* Gender-neutral paid leave for new parents of new children (includes biological, adopted and foster)
* Six months total: 3 months fully paid, 3 months of partially paid leave or return to work for 3 months part-time with full-time pay
* Same for medical leave
* 1 month caregiving leave

We’re a small org (less than 50 people), but they’re very serious about diversifying their staff and especially leadership and I told them
this is how you do it.

I wonder if you’re going to get the result you want. I think there’s a segment of the workforce that will like this but I don’t see it as universal by any means and I think a lot of people are going to resent it. I also think it’s going to be tough for a small organization to actually provide this.