No One Should Have To Choose Between Parenthood and Professional Success
CBC/Radio-Canada
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Parenting at CBC/Radio-Canada: Being family-friendly does more than just look good on paper
However good someone may be at their job, everyone has the right to find fulfillment in other aspects of their lives. At CBC/Radio-Canada, we believe that a successful work-family balance contributes to a better employee experience and benefits the organization as a whole. Regardless of an individual’s family status, we have resources, programs and policies that make life — and work — easier for employees who are parents and caregivers.
Why? Because no one should have to choose between parenthood and professional success, and to get rooted in your role in the workplace, you need to find the right balance.
Short on Time?
When you’re running back and forth between work, school, daycare, after-school activities and groceries, time is a valuable resource. Being able to take a few moments to recharge, without it coming at the expense of your career, is a huge advantage and can provide an immense feeling of relief.
Many Canadian companies offer their new hires two weeks’ vacation. At CBC/Radio-Canada, we recognize that it takes more than that to properly balance the different aspects of life. New hires begin their professional journey with three to four weeks’ vacation.
In today’s job market, giving our people time is a competitive advantage and our Leave Purchase Program definitely answers a need.
At any time, employees can access the optional Leave Purchase Plan, whereby they can add 5 or 10 extra days of leave per year.
That’s, of course, on top of the 12 to 14 statutory and regional holidays our employees are eligible for, depending on their province or territory.
Paid or unpaid personal days can also be requested and used for any personal situation that comes up (let’s say, your kid gets sick). And if you yourself fall ill, there are resources available to support you in your recovery.
A Growing Family
Whether it’s a birth or an adoption, the arrival of a child is a wonderful and life-changing event. In addition to maternity leave, our Parental Leave policy includes adoption, co-parenting, and child care leave. We plan the parent’s leave period with them so that they can experience this precious time to the fullest.
Employee Benefits That Bring Peace of Mind
Helping and supporting parents who work here also means offering them peace of mind.
How do we do that? With a benefits package that provides comprehensive medical and dental coverage to meet the needs of every eligible member of the family. We also offer a wide variety of counselling services through our Employee Assistance Program (EAP) and telemedicine for quick and convenient access to health professionals.
As for childcare services, employees in many of our work locations can obtain priority access to our partner’s daycare company, guaranteeing a spot for parents having trouble finding one. And in our Montreal office, an onsite, publicly funded daycare is available to children of staff. Sarah Turner, Executive Director, Total Rewards, explains:
“Parents need support, especially when their children are younger. As a corporation we need to be there for them: their kids will grow up and leave before they know it, but the relationship you build with your team members can last for a much longer period. If they feel supported when they need it — if you’re there for them — then they will be more loyal to you.”
That said, there’s no single magic formula for supporting families: “It’s the same for those who have become family caregivers and are looking after their elderly parents or someone with a disability. We strive to support our employees across the spectrum throughout their life journey,” Sarah says.
Flexibility Is Not a One-Size-Fits-All Approach
Beyond programs, policies and resources, often it’s by adopting a flexible mindset that we can best support parents — and would-be parents ― who are juggling family responsibilities and situations that can be quite complex. That flexibility works differently for every individual, and it depends significantly on the needs and the nature of their job. While some may need scheduled accommodations for a temporary period of time, others may want to take advantage of a telework arrangement when possible (we’ve opted for a hybrid model that supports working from home).
Flexibility doesn’t have a magic formula either; rather, it results from an attitude of openness to others that we’re developing, and that we’ve found clearly enhances the employment experience for our people, who can more easily find (and maintain!) the balance they seek.