Reply to Just wrote our org’s paid leave policy

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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Don't forget to compare your hiring stats to your previous 5-10 years of hiring stats. You want to make sure this benefit isn't depressing the hiring of women who could become pregnant.

Monitoring potential consequences is important so you'll be able to address them if they occur.[/quote]

OP again. This is gender-neutral because we want either parent to be able to take leave. Also so there is no temptation to actually discriminate against women; an employee of any gender is equally likely to use this policy.

FYI, the first employee to use the new policy will be a non-birth parent.[/quote]

You'll also want to monitor that.

My organization offers parental leave, not sex-limited. However, when we review the stats at my org, we find men are less likely to take the leave, and take it for shorter times. My organization is already in a male dominated industry, so we keep a very careful eye on our records to help limit any cooling effect our parental leave might have on the hiring of women of childbearing age.

As someone who's been there, I strongly suggest not just hand-waving and assuming any bias would apply equally to both men and women and thus not be an issue. We have found there still appears to be a bias against women of child bearing age. It could be because we're in a male dominated industry. It could be because of society's sexism. It could be because our hiring managers are more concerned about women having children and taking leave than they are about men. And so on. [/quote]

OP and agree wholeheartedly. Lots of things we’re doing to support equitable practices, but yes, data and constant listening and feedback is key.[/quote]

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