One of the first questions a woman at work hears when announcing a baby is, “Are you coming back?” It’s also one of the least helpful. Here’s why.
It’s a fact of the modern workplace that employees will go out on parental leave. It’s also a fact that there will always be a concern about whether or not they will come back. The question is…are companies doing enough to make sure they’re retaining employees after leave?
What makes a great company for working mothers? Look no further than the 2017 Working Mother 100 Best.
We are beyond excited to send a giant shoutout to our Bright Horizons clients, a stellar bunch of companies who are not only at the top of their respective industries, but who make up more than three quarters of this year’s Working Mother’s 100 Best Companies list.
Were you up watching “This is Us” last night? Did you see the big moment between Randall and his daughter about…work and life?
Any time the subject of working mothers comes up, there’s a subtle yet unmistakable undertone of what might be called “accommodation.” It’s as if a woman’s “real” job is to be home with the children; as if she’s being “allowed” to work…as a gift. It’s time to upend that mentality once and for all.
Businesses need women. So it’s no surprise that some historically male-dominated specialties – law, consulting, and tech among them — are taking definitive steps to reevaluate their approaches to retaining them.
There’s plenty in the news about getting more women into leadership. But, we’ve seen the reality that gender equity is not going to change until men are involved as well. A key ingredient? Paternity leave.
Working mothers learn early that they’ll have to shift gears to squeeze so much into so little time. And business leaders are recognizing their value.
A recent article says “Americans Are Choosing Paid Jobs Over Family Caregiving.” Trouble is, it’s not exactly true.