7 Ways You Can Lead the Industry with Family-Centered Policies

Many companies offer family-friendly benefits, like paid parental leave and childcare subsidies, as a sign of commitment to work-life balance and wellness.

Sometimes these family-centered policies don’t address the diverse and complex needs of modern families — such as for families of newborns in neonatal intensive care (NICU) or those with disabilities.

We have some actionable steps to reimagine your company’s parental leave policy, supporting diverse family needs while enhancing recruitment, retention, and culture.

1. Show the Business Case for Family-Centered Policies

There’s a strong business case for offering paid parental leave: it improves recruitment, retention, morale, and reputation. Paid leave is associated with several organizational benefits, including:

• increased labor force participation among women
• improved child health outcomes
• greater gender equality in the workplace, and
• enhanced productivity and engagement.

In a Great Place to Work survey of half a million parents, 65% stated they were more likely to stay with an employer offering paid leave, underscoring its impact on retention. Highlighting these benefits to leadership can help build support for paid parental leave.

2. Review Your Current Parental Leave Policy

Assess your existing policy to see how well it meets the needs of families with different caregiving needs. Important questions include:

• Does your policy provide equal leave for birth parents, partners, and adoptive or foster parents?
• Are families of children with disabilities supported?
• Does it account for extended time off for NICU families or those with medical complexities?

Companies often overlook the varied scenarios parents may face. Evaluating the real-life impact of your policy can highlight important areas for improvement.

3. Champion Parental Leave for All Parents

Parental leave shouldn’t be exclusive to mothers or birthing parents. Encouraging all parents to take leave fosters inclusivity and breaks down caregiving stereotypes.

• An example: U.S. Secretary of Transportation Pete Buttigieg’s decision to take parental leave after adopting twins made headlines and highlighted the importance of paternity leave.

Supporting fathers in taking leave strengthens family bonds and caregiving involvement. Leading by example in policy and practice helps normalize this approach and boosts recruitment as more employees seek family-friendly work environments.

4. Expand Paid Leave for NICU, Disabilities

NICU stays can last weeks or even months, causing significant financial and emotional stress. Around 10-15% of all U.S. newborns require NICU care, with disproportionate impacts on Black, Native and older mothers. Standard leave policies often fall short, forcing many parents back to work prematurely. While the Family and Medical Leave Act (FMLA) provides 12 weeks of unpaid, job-protected leave, this is often insufficient for families with preterm infants.

• Tip: Offer an additional six to eight weeks of paid leave specifically for NICU families and those with disabilities. This provides essential support to families during critical times, allowing them to focus on their needs without the added pressure of work.

Extended paid leave can be a lifeline for families with newborns in the NICU. It is a concrete way to show employees they are valued while strengthening your company’s reputation for compassion and wellness.

5. Engage Employees, Act on Feedback

Listening to employee feedback is crucial in shaping policies that truly meet their needs. A single email or suggestion can lead to meaningful changes.

• A real-life example: After a personal experience with an unexpected premature birth, I advocated for additional NICU-specific leave at my company. This feedback led to an immediate policy change, adding four weeks of paid NICU leave that has since benefited hundreds of employees.

By actively engaging employees and considering their input, you can create more relevant and responsive policies that better align with real family needs.

6. Disclose Policies and Lead with Transparency

Transparency around your parental leave policy is essential. Many job-seeking parents seek companies with clearly defined family leave benefits. It’s no secret that women are having children later in life for a variety of reasons. These women often stay in the workforce and disclosed parental leave policies become even more crucial in their job search.

• Current insights: In recent years, 60% of America’s largest public companies disclosed their paid parental leave policies, demonstrating the value of transparency for recruitment. Disclosed details vary greatly by industry, but a new database generated and evaluated on Aug. 20, 2024, highlights top performers. Companies like Amazon, Exxon, and Apple are setting examples with robust and open parental leave benefits.
• highlights top performers. Companies like Amazon, Exxon, and Apple are setting examples with robust and open parental leave benefits.

Being clear and open about your policies can attract talented professionals who prioritize transparent company cultures and work life balance.

7. Stay Ahead of Government Mandates

While paid leave legislation has been proposed repeatedly, the U.S. remains the only high-income country without a national paid parental leave policy. We are one of just six countries globally that don’t guarantee paid leave for newborn care or postpartum recovery.

• Act now: While 72% of private sector workers don’t have access to paid parental, companies have an opportunity to fill the gap. Companies can capture the lead and differentiate themselves from competitors in the marketplace.

Even as some employers reduced paid leave offerings post-COVID, many organizations still prioritize this benefit because they recognize its impact on employee loyalty, morale, and productivity. A forward-thinking paid leave policy helps keep turnover low and your employees engaged.

Leading the Way for Family-Centered Policies

Family-friendly policies aren’t just good for employees—they’re good for business. Companies like Pinterest and Bobbie have taken strides in offering extended time for paid NICU leave, showing that they understand the needs of employees facing crises, foster loyalty and create workplaces where employees feel truly valued. These policies help drive productivity, lower turnover, and improve morale, proving that family-centered policies can be both ethical and profitable.

Your company has the power to be a leader in family-centered policies. By reimagining and adopting comprehensive paid leave, you can create a workplace that attracts top talent, values every employee’s unique family journey, and strengthens your organization from within.