The self-evaluation tool below offers a straightforward method to gauge your company's position regarding supportive parental practices. It facilitates conversations and discussions about current strategies and areas of focus. Business leaders, managers, and policymakers can individually rate each statement (on a scale of 1 to 5) based on their perspective and then collectively analyze the responses.
What insights does this provide about your organization? What could be some readily achievable goals, and what might necessitate longer-term investment?
Policies and Practices
Primary and secondary caregivers are offered equal opportunities and entitlements. | |
Parental leave policies are flexible to help employees avail the benefits as they find suitable. | |
We advocate leave and flexible work conditions to help male employees become caregivers. |
Work Culture
Parental leave is seen as a short interlude in an otherwise long-term career. | |
As staff resumes after leave, they are supported and assisted for a smooth transition. | |
Performance and productivity are valued more than hours spent at the office. | |
The company boasts a good retention rate, especially in terms of working parents. |
Supportive Facilities
Employees have access to work during pregnancy and can take up responsibility if they want to and believe they can fulfill it. | |
We acknowledge and accommodate requests for modified sitting arrangements or half-day working for medical appointments. | |
Employees are provided with nursing breaks. |
Communication and Alignment with the Policy
Employees and managers are communicated timely on corporate leave policies and opportunities for parental leave. | |
Top management, leaders, and managers advocate the parental leave policy and support its successful implementation. | |
The organization stays connected with the employee during their parental leave. |
Physical Facility
Female employees are provided with private, safe, and clean space to pump and store milk. |
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