CARLISLE HOMES BUILDS NEW FRAMEWORK FOR PARENTAL ENTITLEMENTS

Carlisle Homes builds new

Luke Quanchi and his family

Victoria’s Carlisle Homes is swinging a wrecking ball at its industry’s outdated approach to parental leave policies and employee wellbeing support with an overhauled Family Friendly Program aimed at creating a workplace culture regarded as Australia’s best. Carlisle Homes’ Founder and Managing Director John Doulgeridis said the company wanted to challenge the residential construction industry’s poor track record in providing meaningful support and leave practices for employees who have children. “When you look at the data about which industry employers are paying parental leave that’s over and above government entitlements, construction ranks fifth last – with only 35.9 per cent of employers in the industry offering paid parental leave,” Mr Doulgeridis said. “As an industry, we’re far behind the top performing sectors, such as education and training (79.2 per cent) and finance and insurance services (76.4 per cent) – basically, nowhere near acceptable. “Our new family-friendly HR policies reflect our genuine quest to enable our people to thrive, not simply survive. “Our motto is ‘Life’s better at Carlisle Homes’ and that encompasses our clients, team members and their extended families.” Carlisle Homes’ General Manager, People & Culture, Krista Hunt explained that the business also wants to buck current industry trends by improving dads’ and secondary carers’ access to leave and support, breaking down stereotypes of traditional parenting roles. “It’s no secret we’re in a male-dominated industry. In fact, more than 80 per cent of Australia’s construction industry’s workforce comprises men,” Ms Hunt said. “As such, we’re conscious of the role and responsibility we have to create a conversation and action around the challenges that fathers employed in building and construction face and provide meaningful opportunities that enable dads to share the care of their families. “Our People and Culture division conducted extensive surveys of our team members and searched far and wide for best practice policies and programs to develop Carlisle Homes’ own Family Friendly Program. “The comprehensive set of initiatives support Carlisle families in terms of financial stability, working conditions, personal growth, and wellbeing.

framework for parental entitlements

“Through the significant changes and investment, we’re making in this area, it’s abundantly clear that we’re serious about making a real difference in transforming current norms and, hopefully, encouraging further positive change amongst our broader industry.”

Key highlights of the program include:

• Up to 18 weeks paid parental leave for the primary carer which places Carlisle in the top 4 per cent of

Australian companies regarding this employerfunded benefit. • Payment of superannuation contributions for the same 18-week period of paid parental leave. • Return to work top-up payment of up to $6,000 (scaled depending on the employee’s return to work arrangements, i.e., full time or part time). • $250 voucher for all team members who become parents to alleviate domestic responsibilities, such as cooking and cleaning, while caring for a newborn. • Secondary carer paid leave of up to four weeks to support the family upon arrival of a new baby and allow both parents to spend more time together and share care. • Flexible and gradual return to work options to support returning parents during what can be a challenging transition. • Mentoring upon return to work after parental leave from team members with shared experience in this big step of the parenthood journey. • Parent-boost Development Program for primary carers to gain new skills and continue their connection to their professional life whilst taking leave to be with their young family. • An onsite parent retreat in Carlisle Homes’ new office building in Mulgrave. • Dads@Work program which helps dads balance work and family, supporting the desire for many dads to be more active in their family’s day-today life. • A proposed, co-funded school holiday program (with a trial currently underway) for primary school aged children through a partnership with a third-party program provider. • Employee assistance program available to team members and their immediate families, offering a range of counselling and support services directly related to pregnancy and parenthood. • Introduction of ‘The Parent Hub’, an online resource portal for parents.

CASE STUDY – LUKE QUANCHI

Construction Supervisor, Luke Quanchi was our first team member to access Carlisles’ Dad & Partner top up pay upon arrival of his second daughter, Sage. Luke was able to spend four weeks at home by combining Dad & Partner leave with Annual Leave to be with his wife, Nicole and their 2 ½ year old, Bonnie as they transitioned from a family of three to four. During this time, the family were able to focus on enjoying the special moments a newborn brings knowing Luke’s income was being maintained and that his absence was fully supported by his People Leader and the business. Luke is now planning to use his 2-weeks paid Secondary Carer’s leave to spend some more quality time with Nicole, Bonnie and Sage.

Q&A WITH LUKE: How did having your income maintained (Dad & Partner Pay top up) during your period of leave help you and your family?

Having my Dad and Partner Pay top up during the time I was on leave was just what we needed. Less concern and peace of mind knowing what was coming into the account was great. Bills were not a worry and we could focus on the important things with the family. It made a big difference for us especially with my wife taking her maternity leave at half pay.

How did your being able to take 4 weeks leave support your family following the birth of Sage?

Having the extra weeks off was the biggest help for Nicole. We have a nice close family but not having to depend on them full-time was great. It meant quality time as a family, and as we already have a 2-and-a-half-yearold, it meant I was able to take her out a lot. This let Nicole get some rest and time alone with our new daughter, while I enjoyed the bonding time with my eldest daughter, Bonnie.

From Nicole’s perspective, how has Carlisle’s Family Friendly Program assisted your family/made life better?

By utilising Carlisle’s Family Friendly Program, we were able to have Luke at home with us for the first four weeks after Sage was born. This was so important to have the time to settle into a new routine as a family of four. It also helped us focus on helping our eldest daughter, Bonnie, through this major change in her young life. Luke wasn’t rushed back to work, and therefore, made our life better and less stressful; even after having a baby.

Have you been able to implement any flexible arrangements via discussion with your People Leader to help balance parenting & work responsibilities? (e.g. finish early to do pick up, flex time to attend appointments, etc.)

With my role being a construction supervisor, it was easy to organise any days or appointments we had during the pregnancy and after. My work was really flexible and having a good team around me made it easy. I was confident my work wouldn’t be interrupted or progress held up.

How do you feel to work for a company that is invested in supporting families?

I feel very grateful to work for a company like Carlisle Homes. I’ve always felt this and the support systems in place have been fantastic.