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Why emerging gender-inclusive parental policies are so important

As we continue to move forward in a work-fromanywhere world, companies have an even greater responsibility to create an inclusive and equal workforce. The pandemic has also encouraged companies to reimagine traditional working practices over the years.

The future of work is shaping up to include a strong focus on diversity, equitable benefits, and fair policies for all. Companies today are striving to create a more equitable workplace culture, and gender neutral employee benefits are the norm. The norms that are staking a claim in the work culture have been ushered in by a dawning enlightenment among men and women alike that not only one single gender is entitled to care. Now, we must set up policies that match the evolution of the roles of parenting.

Evolving parental roles

Traditionally, there is an inherent bias towards women being the primary caregiver to new-borns. However, new parents now realise the shared responsibility of a father and mother in bringing up a child.

Unlike in previous generations, gender-neutral, progressive parenting has become more prominent in the urban world. Millennial parents are now equally distributing domestic chores among themselves such that children aren't made to conform to gender-specific roles.

Societal changes over the past few decades have broadened and blurred the roles that parents play with children, and proficiency in tasks of parenthood is

now considered to be independent of gender. Previously neglected by researchers, fathers are now being studied to determine what part they play in the development of their children and, in turn, how this interaction affects their own development. At work, creating an encouraging culture in which taking parental leave is normalised and men can share their positive experiences is pivotal in sustaining an inclusive work culture.

Transitioning back into the workforce

The introduction of genderneutral parental leave can level the playing field for working mothers. As fathers continue to equally contribute to the upbringing of the child, it allows the new mothers to transition back into the workforce without the added stress of managing work and family responsibilities. Additionally, it can support men to explore more child-related responsibilities as the women of the house go to work.

In the current world of work we live in, men have shown the necessary skills and understanding to pick up the pieces of homemaking and child-rearing even as women have taken more steps towards working full time in an office environment. Hence, gender-neutral parental leave will give both of them relief, especially the working mothers, and usher in an era of sensitivity and care.

From an organisational perspective, these benefits have been shown to increase productivity, appreciation for the company, Businesses need to rethink how they can support parents for taking time out for the family and also support them in their journey back to work; in turn, creating a more equitable workplace for all

and overall job satisfaction. And in terms of the economy, this supports increased participation from women in the workforce.

Reimagining employee benefits

The cultural context around paternity leave is changing, as more countries and companies are offering the benefit to new fathers. Worldwide, 90 out of 187 countries offer statutory paid paternity leave, with almost four in ten organisations (38%) providing paid leave above the statutory minimum.

Today, there is growing acceptance in the workplace and otherwise, men too need time to bond with their children. Many major multinational companies already have solid parental leave policies in place and employees are making good use of it. At Salesforce India for instance, in the last year, 79% of individuals who applied for parental leave were men.

In an all-digital environment, businesses play a key role in creating an equal and inclusive workplace. Businesses need to rethink how they can support parents for taking time out for the family and also support them in their journey back to work; in turn, creating a more equitable workplace for all.

about the author

MicHELE NyRop, Head of Employee Success, Salesforce India