Parental Leave: A New Perspective Based on Diversity, Inclusion, and Equality
Parental leave is a key social policy shaped by the dynamics of the modern workforce and serves as an important mechanism to support women’s participation in professional life. Following the Industrial Revolution, as the number of women in the workforce increased, regulations to ensure work-life balance became a pressing need. Parental leave should be defined as a “transformative social policy” and should aim to promote equal responsibility between men and women in childcare.
Parental leave is a sensitive social policy that must be designed considering individual needs such as work-life balance and labor rights, as well as societal factors like the developmental needs of children and labor market demands. (Sumbas, Ahu, “Parental Leave as a Policy for Gender Equality,” Hacettepe University, 2018).
Parental Leave and Equal Opportunity
Parental leave should not only support women’s participation in the workforce but also increase men’s involvement in childcare, thereby advancing equal opportunity. Traditional approaches often view childcare as a mother’s responsibility, leading to a “double burden” for women. Modern regulations, however, aim to change this perception through initiatives such as paternity leave, ensuring that both parents share equal responsibilities.
Parental leave is vital for families and society alike. New parents require time to physically and emotionally adjust during the postpartum period. During this time, they can establish a strong bond with their baby, better understand the baby’s needs, and foster healthy development. Moreover, parental leave supports work-life balance, enabling employees to return to work with greater motivation and productivity. In the long term, such policies enhance employee satisfaction, strengthen workplace loyalty, and contribute to social equality.
The Workplace Significance of Parental Leave
To enhance employee engagement, ensure work-life balance, and support corporate success, parental leave is a critical area for employers to focus on. Research shows that companies offering extended leave policies see a significant increase in employee motivation and loyalty. These practices also boost productivity and strengthen employees’ commitment to their organization in the long term.
Some countries and companies have redefined parental leave policies with a focus on diversity and inclusion. Nations like Sweden and Finland offer equal durations for both maternity and paternity leave, balancing the workload between parents. In Hong Kong, research revealed that providing an additional four weeks of maternity leave reduced postpartum depression cases by 22%. Even such a brief period of support can profoundly impact new mothers’ mental health, underscoring the importance of providing care during this critical time. (The Female Quotient®, https://www.instagram.com/p/C_1Ha5koOok/)
This finding highlights how small policy adjustments can lead to significant changes. Such initiatives not only enhance individual happiness and health but also bolster workforce productivity and societal balance. Recognizing and acting on these opportunities can create transformative outcomes.
pladis: A Leading Practice in Diversity and Inclusion
In July 2024, pladis Chief Human Resource Officer Geraldine Fraser proudly announced the global “Life Transition Pledge,” marking a groundbreaking moment in parental leave standards. Spanning countries such as Nigeria, the UK, the US, Dubai, China, and the Netherlands, this innovative initiative empowers all employees as they navigate parenthood or welcome a new family member, reinforcing pladis’ commitment to equality.
Research indicates that women face significant challenges balancing work and family responsibilities after returning from maternity leave, often resulting in higher turnover rates. Recognizing that caregiving responsibilities often disproportionately fall on women, this supportive policy provides women with better opportunities to manage work and personal life, while offering caregiving fathers the chance to build stronger bonds with their children and share responsibilities.
For mothers, the policy offers a minimum of 36 weeks of leave, including 18 weeks fully paid, phased return-to-work options, and contact days. It also provides special support in cases of premature birth or child loss. Fathers, on the other hand, benefit from four weeks of paid leave, support in cases of premature birth or child loss, and phased return-to-work opportunities.
For pladis, Diversity, Equity, and Inclusion (DE&I) are fundamental to corporate success. The Life Transition Pledge is a significant step towards creating a supportive and inclusive workplace for all employees. Geraldine Fraser, Chief Human Resources Officer at pladis, emphasized the importance of this commitment: “We aim to be the employer of choice for women and parents. We are dedicated to creating a happy and inclusive workplace where our employees can perform their best every day.”
Dame Kelly Holmes, a member of pladis’ DE&I Advisory Board, expressed her support for this pioneering initiative, stating, “I’m thrilled to see pladis launch such an innovative policy for new parents. This step reflects the company’s dedication to valuing its employees and sets a strong example within the industry.”