Consciously Unbiased的动态

?? Deloitte equalises paid parental leave ?? Accounting firm Deloitte UK is to equalise?parental leave, in order to give fathers the same paternity pay as it does maternity pay for mothers. The policy of 26 weeks of fully paid family leave for all new parents will come into effect on 1st January 2024 and will be a day one right. This has increased from a previous 4 weeks paternity leave. The Deloitte-commissioned research revealed the impact of unequal parental leave and inflexible work arrangements on working mothers’ career progression. More than half of working mothers (54%) said that if their partner had more parental leave, it would help them to progress in their career. #parentalleave #benefits #newnormal #Brightmine #data #analytics #insight

Bravo Deloitte ?? Deloitte UK has announced that it is equalising parental leave, the first of the Big Four accounting firms to give fathers the same paternity pay as maternity pay for mothers. The new policy of 26 weeks’ fully-paid family leave for all new parents will come into effect on 1 January 2025 and will be a day-one right. Paternity leave was previously four weeks on full pay. The move comes as new YouGov research showed that family leave is a crucial consideration for employees, with 87% saying it is a major factor when choosing an employer and 85% saying it is key for staying put. The Deloitte-commissioned research reveals the impact of unequal parental leave and inflexible work arrangements on working mothers’ career progression. More than half of working mothers (54%) said that if their partner had more parental leave, it would help them to progress in their career. #Deloitte #Parentalleave #JGARecruitment

Deloitte UK has taken a groundbreaking step by equalising parental leave, becoming the first of the Big Four accounting firms to offer fathers the same paternity pay as maternity pay for mothers. Starting January 1, 2025, all new parents at Deloitte will be entitled to 26 weeks of fully-paid family leave from day one of employment. This is a significant increase from the previous four weeks of full pay for paternity leave. This policy change is driven by new YouGov research commissioned by Deloitte, which highlights the importance of family leave in career decisions. The research found that 87% of employees consider family leave a major factor when choosing an employer, and 85% see it as crucial for staying with their current employer. Additionally, more than half of working mothers (54%) believe that increased parental leave for their partners would help them advance in their careers. Jackie Henry, Deloitte’s managing partner for people and purpose, emphasised the need for policies that support all parents in balancing work and family responsibilities. She stated, “Equalising paid parenting leave for all parents is an important step in improving gender equality and giving families the opportunity to share responsibility right from the early days of parenthood.” In addition to equalising parental leave, Deloitte is introducing other supportive measures. These include up to 12 weeks of additional paid leave for parents whose child requires neonatal care, five days of paid leave per year for carers, and paid time off for fertility treatment. https://lnkd.in/e9diM-Fe #ParentalLeave #GenderEquality #WorkingParents

A big commitment to their staff from Deloitte with their announcement below made this week!?? They have announced a new equal family leave policy as well as paid time off for neonatal care, caring responsibilities and fertility treatment. Key metrics from this article; ??YouGov research showed that family leave is a crucial consideration for employees, with 87% saying it is a major factor when choosing an employer and 85% saying it is key for staying put. ?? More than half of working mothers (54%) said that if their partner had more parental leave, it would help them to progress in their career. ?? An even higher number of working mothers (61%) said that if their partner had more flexibility in their role, it would help them to progress. ?? 57% of working mothers say they have had to reduce working hours because of their co-parent’s workplace inflexibility, more than double the number of working fathers (25%) who said the same. https://lnkd.in/e9yq5yda

Deloitte UK is to equalise parental leave to give fathers the same paternity pay as it does maternity pay for mothers. This is positive news, especially considering just last week campaigners covered statues in London with baby dolls in slings, to protest about the UK's minimal paternity pay offering.? Deloitte is also introducing up to 12 weeks of additional paid leave for parents whose child requires neonatal care. Considering 87% of employees saying family leave is a major factor when choosing an employer according to YouGov research, hopefully more companies will follow their lead by matching paternity pay with maternity pay. More here: #paternitypay #paternityleave #maternityleave #parentleave #deloitte

In 2021, just 53% of eligible fathers took their two weeks of paid paternity leave, and nearly half of fathers still aren't utilizing this benefit. ???????? This led by Cultivate SG and us to wonder: What’s preventing men from stepping up in caregiving roles? Our survey revealed that 38% of fathers find it challenging to take parental leave, even though 83% agree it helps them be more involved with their newborns. ???? Additionally, 1 in 5 Singaporeans reported their companies are hesitant to grant parental leave, particularly for fathers (38%). ?? This makes taking full advantage of parental leave a significant challenge due to work commitments and company attitudes. ?? Clearly, more flexibility is needed by employees. Read about how this transitioning is happening here: https://lnkd.in/gZfcDrYy #SoutheastAsia #Data #Research #Analytics #DataAnalytics #MarketResearch #Survey #SurveySoftware #Trend #MarketTrends #Insight #Parenthood #WorkplaceTrends #Singapore

What does longer paternity leave (entitlement for fathers-to-be) mean to you? Me? A step towards gender equality in the workplace. But not in the way you are thinking. :::::: I read an article by Straits Times featuring Novartis and their 16-week paid paternity leave. Not-withstanding how caregiver roles can be split equally (obviously fathers can’t breastfeed their kids, neither can they take the place of their wives to bear the child for 9months in their own bodies), This is definitely a welcomed change. An additional pair of hands, To deal with a highly-stressed point of time in the couple’s lives. ::::::: But today I am not talking about that. Instead, allow me to share a workplace story from my Finance lens. In 2022, my ex-company made a decision to extend paid maternity leave to 6 months. ?? And along with it, Paid paternity leave as well. ?? 6. Whole. Months. Every single employee expecting a child worldwide. . The next thing I knew, I had a couple of urgent calls from my manufacturing plant heads. “Jevon! SOS! Even the men in my team are going to be entitled to taking 6-months out of work. How am I going to plan my workforce?” “What kind of contingencies should we have in place? What spending risks to call out?” All very, very fair and logical questions. . We spent the next couple of weeks having honest conversations with soon-to-be-fathers and mothers about their out-of-office plans. Surprisingly to my plant heads, our employees were actually willing to be rational and “adult” about it. They discussed extensively about co-workers covering their absences, work that could be de-prioritized in the meantime, staggered parental leave among others. With the collective effort, we developed manpower plans that made sense for everyone. At no additional cost to the business. A win for the people. A win for the company. :::::: Through this all, I made an interesting observation. While the workplace is generally accepting of women being out-of-office for an extended period of time due to maternity, the extension of this entitlement to men created quite a stir. It made me reflect on perceived gender roles in the workplace, Are men’s roles seen as more critical, and their absence more impactful? While women are assumed to prioritize caregiving duties? It does then beg the question of whether the imbalanced “entitlements” could unintentionally affect the way career progression decisions are made. Promotions High profile projects Secondment opportunities etc. :::::: Which is why every time I read a story like that which evens out the entitlements and hence corporate playing field between men and women, I applaud it. Let’s strive towards creating a culture that helps remove unconscious biases in the workplace, So that everyone can be seen for their best potential and their best work. :::::: Would you be for or against a 4-month paternity leave? ——— I am Jevon, would love to hear your thoughts!

Jevon (Jiehan) Yang I’m hijacking your post to discuss another aspect of workforce and that is #humanresource and how we manage it. It is challenging to manage manpower issues when it comes to maternity and paternity leaves, paid or not. As challenging as it may be, it is always a good strategy to engage the parties involved to formulate the solutions. What’s the advantage of a horizontally implemented instead of a vertically imposed solution? * it is practical because the solution is crafted by the people who are executing it: by the people for the people. * it facilitates the taking of ownership through solution crafting: when people craft a solution, they get to own it. * it promotes trust between staff and management as there would be open sharing of problems and solutions: win-win situation. (See Jevon (Jiehan) Yang’s post below) Let us work toward ‘bettering’ our workplace synergy by changing our #perspective from thinking that only one method works. Redefine #inclusivity to mean inclusion of opinions, ideas and solutions from every level of our organisation.

While diversity, equity and inclusion is in the news, it's worth talking about Deloitte's latest announcement, offering equalized parental leave -- 26 weeks of full pay -- in the UK. That's a huge step up especially for men in the country, who have the worst paternity leave offer in Europe. By law, they are offered two weeks of leave and are offered less than the minimum wage during that time off. That might explain why a third of men didn't take any leave after their children are born: They might not be able to afford it. This can also have an indirect impact on entrenching gender roles at home, according to studies. While DEI programs are often confused (or actively misconstrued), efforts like this are a clear reflection of a plan to create a better working environment for staff, and to encourage them to join in the first place. According to polling by YouGov for Deloitte, 87% of employees say the parental leave policy is a major factor when they choose a role while 85% say it's a big reason why they choose to stay. As part of the news, Deloitte said it hoped the policy would also support the careers of working women, many of whom reported that they would be able to make more progress if their partners were able to offer more support at home. What's your company's parental leave offer?

Statutory paternity leave in the UK is a measly 1-2 weeks. And you have to have worked for the company for 26 weeks continuously to qualify. Kinda sounds fake, especially to people without children (me), but sadly it's not. Deloitte UK is on everyone's lips at the moment because they've just made huge strides towards equitable working by equalising their parental leave*. ?? This means they've increased their paternity leave from 4 to 26 weeks, all on full pay, as a day-one right ?? The decision came from research Deloitte commissioned that found: - Parental leave is incredibly important to employees, with 87% saying it's a major factor for choosing where to work and 85% for choosing whether to stay - More than half (57%) of working mothers have had to reduce their working hours because of inflexibility within their co-parent's workplace - Which is more than double the number of the working fathers (25%) who had to do the same - 61% of employees desire more flexible working hours for fathers and 42% called for a more supportive workplace culture - 54% of working mothers said they'd be able to progress in their career if their partner had more parental leave - And 61% of working mothers said they'd be able to progress in their career if their partner had more flexibility in their role I'm hoping this encourages more fathers at Deloitte to take paternity leave, because currently a third of fathers in the UK don't take any. Some workplaces simply don't expect men to take it or actively dissuade them from doing so. And colleagues, bosses, friends and family can question or ridicule men who want to take paternity leave because it doesn't fit within narrow patriarchal stereotypes. So it's important that this policy is underpinned by a supportive workplace culture where fathers at Deloitte are encouraged to take this enhanced paternity leave. I'm sure it will be. Fathers deserve to spend time with their babies and partners, and mothers deserve to continue their careers. *From 1 January 2025. #ParentalLeave #FamilyLeave #GenderEquity #Deloitte #PaternityLeave