what employers can do to better meet needs

Where should you start to boost your benefits?

These data make it clear that the call for better employer support for women, working parents, and families isn’t a passing phase, but rather a systemic change in expectations.

Use these responses to make some changes and evolve your program to be even more family friendly, and get better, measurable ROI.

Here are 10 ways you can improve

Extend or enhance your parental leave program — ensure it’s paid, at least 4 months, and does not require employees to use sick leave and PTO before taking leave

Take a hard look at your culture and identify policies that may be unintentionally discriminating against some of your employees

Ensure your benefits are inclusive to all paths to parenthood — especially those trying to grow their families with the help of ART, adoption, surrogate motherhood, or fostering

Make sure your benefits are easy to understand and are public knowledge to all employees - people can’t use what they don’t know they have

Consider offering more support for fertility and maternity care management through tangible digital health tools

Examine your RTW programs and find ways to strengthen them — try implementing a gradual return to work schedule

Invest in digital health tools and manager trainings to address and support areas of employee health like menopause and perinatal mental health disorders

Consider a manager training program to ensure all leaders espouse a family-friendly workplace culture where employees feel comfortable bringing their whole selves to work each day without fear of repercussions

Offer flexibility where you can, whether that means hybrid work schedules, flex time, or accommodating PTO policies.

Create an employee resource group (ERG) for parents so they can connect, discover successful strategies for RTW and being a working parent, and learn more about their benefits.

wondering where to start?

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