how family-friendly are your family benefits?
Fill out this short checklist to see how your benefits measure up, and how you can make them even more impactful.
Do you offer at least 9+ weeks of paid parental leave to all employees, including non-birth parents and those who choose to adopt?
1/10
Research shows that every extra week of parental leave reduces the risk of adverse maternal and child health outcomes, like infant mortality. This allows families to bond, and to avoid tragic outcomes that change your employees’ lives and cost you in healthcare spend.
Do you have childcare options available to working parents, such as onsite childcare or subsidized/discounted childcare?
2/10
Ovia’s survey of hundreds of working moms demonstrated that childcare support was one of the top five benefits parents want most. Childcare enables parents to invest more time and energy into work knowing that their children are safe and supervised.
Are there clear career advancement support & opportunities in your organization that are specific to those either planning to go on or returning from parental leave, such as mentorships or training sessions?
3/10
20% of respondents to our Future of Family Friendly Benefits survey stated that they were looking for their employers to provide career advancement opportunities.
A flexible work schedule was the #3 benefit parents wanted most in Ovia’s Future of Family Friendly Benefits survey. Even if working remotely isn’t an option, does your organization have policies and manager mindsets to allow for flexibility for in-person roles?
Not only is this legally required, but this signals to your employees that you care about supporting their family, too.
Does your organization foster a culture that values and supports working parents?
6/10
42% of respondents in our Future of Family Friendly Benefits research told us that they believed that their employer was not currently family friendly, and 90% of respondents said that they would likely leave their employer for the same job with better family benefits.
By investing in digital health solutions, you can meet employees where they are and identify any potential health risks before they happen, saving your organization thousands.
If you do have these groups, it’s important to also make sure they’re funded and supported by leadership at your organization. Without proper advocacy from those in charge, these groups could fizzle and die out.
Are there manager training programs on how to best support new parents in your organization?
9/10
Research indicates that most parents make the decision to return to work early on in pregnancy, so waiting to have these conversations until employees are nearing their due dates is too late.
Does your organization have well-advertised programs in place that prepare employees for what being a parent will look like, such as leave policy training, return to work programming, career advancement sessions, or Q&A sessions about managing support?
10/10
One of the outcomes of our Future of Family Friendly Benefits research was that while these benefits might exist, employees don’t know how to take advantage of them. Making benefits a consistent conversation between managers and direct reports destigmatizes them and ensures they are well-known.
