Parental leave

length of maternity leave provided to all employees. The graph details only the averages. Maternity leave provisions can include 2 to 30 weeks paid at 100% of the employee’s salary and an additional leave that can be as long as 52 weeks at 90% of the salary, or less in other countries. The OECD calculated the average paid maternity leave in the member countries to be 17 weeks, with an average payment rate of about 78%. There are 17 countries providing above-average paid maternity leave benefits, including

Apart from maternity leave, there is inclusive paid parental leave or paid paternity leave which permits dads to take time off to take care and bond with their child. Research shows that conservative attitudes toward parental leaves are changing to a more inclusive approach where men want to be more involved and have as much time as the mother with their kid (Harrington 2013). HR policies that offer gender-inclusive leave provide significant benefits to everyone in the family. Child rearing, particularly

After extending their paid parental leave, the U.S. office of Thomson Reuters decided to focus on a friendly family policy that would benefit a broad range of employees, Paid Family Leave. To argue the importance of focusing on this policy over other ones, they presented the following points. First, the HR team argued that regardless of worker’s age, they will eventually face a circumstance that will require them to take off to provide care to a close relative. Secondly, the company wants to remain

explained by differences in family-friendly social policies such as subsidized child care and paid vacation and sick leave. Having kids in America is financial and emotional burden. The average middle-class American family will have spent more than $245,340 on each child by the time they are 18. The United States provides minimal assistance to parents, including paid parental leave, mandatory paid sick and vacation days, subsidized child care, and work schedule flexibility (Swanson). Another study

why parental leave needs not only be available but why it also needs to be paid. An unpaid leave can be very expensive for most people. Providing only unpaid leave would defeat the purpose of having it in the first place because most would not even use it. In a survey by the Boston College Centre for Work and Family, they found that 86% of men would take paternity leave if it paid at least 70% of their wages. (Citation, n. pag.) On the other hand, women without access to paid maternity leave are

successfully fought for their rights, the issues of the gender wage gap, and sexist stereotypes continue in Canada. The Canadian Government needs to strengthen its discrimination policies so it can rectify and allow for equal opportunity, support parental leave, and narrow the gender wage-gap.         Gender-based stereotyping in the workforce informs societal perceptions and assumptions of what is accepted as a typical ‘male’ or ‘female’ roles within the workplace.  Experts still disagree as to which

American companies offer paid paternity leave for all their employees (Ramnarace,). Since Family and Medical Leave Act (FMLA) are underpaid, it is very hard for fathers to be able to take a long absence from work and not be paid for the time off. 86 percent of men said they would not take a paid leave unless they made at least 70 percent of their current salary (Ramnarace,). There are 79 countries that have laws that require companies to offer paternity leave for fathers. There are 29 countries in

child? Identify steps that companies can take to accommodate parental needs more effectively. In 2013, 88.2 percent of families with children under 18 had at least one parent in the workforce, which means the employers seeking to recruit and retain top talents must start catering to the families engaged in this balancing act. With the focus on the working American parent with benefits such as a flexible working hours paid parental leave for the men and women will achieve a better working life balancing

Diversity in organizations has become a huge interest within the workplace due to many factors such as globalization, migration, innovation and most importantly because it is morally correct. Generally, as businesses main goal is profit, and the “workforce diversity management is such a pervasive business practice”(Bowes, L. 2013) they need to keep up with global markets. Diversity in Australia is important, as it is one of the most culturally diverse in the world, with 27% of Australian population

In this section, there are two different case studies which is Lloyds Bank Group and the Deloitte. These two cases indicated that how the companies have been confronting the gender issues, while carrying the employee selection function and to what extent the female has been successful in ensuring the desired objectivity. Lloyds bank is a 250 years bank which was established in 3 June 1765. (Lloyds Bank, 2017) Even though Lloyds is a historical bank, gender issue is still existing in this company