Paid Parental Leave a crucial retention tool

Human Capital Magazine reports today "As the paid parental leave policy debate heats up in the final stage of the Federal election campaign, Hewitt Associates has found 71% of Australian corporate organisations are already offering some form of paid parental leave.

"According to the Hewitt Paid Parental Leave Pulse Survey, conducted in July-August 2010, the majority of corporations recognise the long-term value of offering paid parental leave to primary carers; to support and retain loyal employees, as well as attracting them back to work after leave. However, some are not yet sure how to address this issue." Read more

Mums@work advises clients that it's not just as simple as implementing a paid parental leave scheme to ensure talented staff are retained.

Employers need to support the employee transitioning to and from parental leave by providing a series of initiatives like introducing a simple process to negotiate a viable flexible work arrangement, allowing a gradual return to work over a period of a month and offering return to work toolkits and coaching. For client case studies read on.

Top-line findings on paid parental leave status in corporate sector

71% of corporate organisations offer paid parental leave to the primary carer; 36% are given 12 or more weeks
59% of corporates offer a secondary carer paid parental leave; 37% receive at least a week of paid parental leave
57% of corporates are undecided what changes they will make to paid parental leave.
89% of corporates that offer paid parental leave make no attempt to recover paid funds if the carer does not return to work within the agreed timeframe
* (2008) HRPulse Research Report, Australian Human Resources Institute (AHRI)

Men helping more at home is the key to gender equality?

In the Western world, motherhood remains the barrier to gender equality. Until they have children, young women now earn nearly the same as men and climb the career ladder at a similar pace. With the babies often come career breaks, part-time work and a rushed two-shift existence that means sacrificing informal networks like the after hours beer-and-bonding experience often crucial at promotion time.

The only thing that can level the playing field at work is a level playing field at home. And that requires a major shift in public policy and corporate culture...reports the New York Times...more

No means NO - sexual harassment in the workplace

While the media lapped up the salacious details regarding the resignation of David Jones' CEO Mark McInnes for sexual misconduct, the incident shone a much needed spotlight on harassment in the workplace and opened up countless talking points around office water coolers. For example, if McInnes had been extorting money out of female employees in return for promotion and other advantages, he probably wouldn't have just been sacked - he'd be in jail. However, because of McInnes' reputation as a 'ladies man' playing the field, it was just accepted as a normal part of corporate life...more

25% of mums say they are not working because they can't afford child care

25% of mums say they can't afford to work because of cost of child care a new study reports. What is this loss of talent in the Australian workforce costing our economy and what impact is it having on mums and their families?

Childcare is a problem for 40% of families who took part in latest federal government funded study making the child care issue an election decider says the Sun Herald...read on

There's no harm in being a working mum research reveals

There's no harm in being a working mum research reveals. The Sun Herald reports that "mums can return to work within a year of giving birth without harming their babies' development, a landmark US report shows". Full Article.

Personally I believe there's a few critical factors that mums need in place in order to successfully manage being a 'working mum'.

1. The ability to return to a job, occupation and workplace that they enjoy and get personal fulfilment from - let's face it no mum wants to leave their child(ren) in the care of another for a job they loathe.

2. Access to affordable, quality child care weather that be a grandparent, private nanny, family day care or long day care.

3. Access to flexible work arrangements which allows mums to better balance the needs and demands of work and family as required.

Have your say; what do you think?

mums@work launches new services

We’re delighted to announce that we are expanding our services to you. Since 2007, we have been Australia’s leading provider of return to work guidance, family friendly programs and flexible work tools for mums, dads and employers. We’ve listened to employers and parents and to continue to meet your needs mums@work now offers:

•NEW RECRUITMENT SERVICE: Employers with vacancies to fill and parents looking for new opportunities can now take advantage of our recruitment service. It’s simple, flexible and affordable. Parents register for free as a job seeker. For businesses, there is NO costly agency placement fee involved – find out more.

•FREE JOB GUIDANCE HOTLINE: We have also launched our job guidance hotline. Parents can contact a career expert who will answer their return to work questions for free. Register now for a free resume appraisal and return to work tips.

•RTW TRAINING | “CAREER AFTER KIDS”: Gain confidence, refresh skills and review career options with mums@work training and coaching services. Next ”Career After Kids” 2.5 hr RTW seminar runs 25th August – enrol now. Employers: support working parents transition to and from parental leave and retain top talent with a RTW Coach find out more

For all the information you need on these services and so much more, check out our new website. You’ll find a wealth of information, useful tools and handy tips. Think of www.mumsatwork.com.au as your ‘one stop shop’ for all your return to work needs.