HR.com: Beyond Benefits
My recent article for HR.com dove into some hard-hitting truths based on my experience as 20-year HR veteran.
“I've sat across the table from countless candidates who ask about parental policies before we even get to salary discussions. Why? Because these policies reveal whether a company views its people as whole human beings or just productivity machines.”
Key takeaways:
Parental leave is table stakes, not a differentiator. If you're not offering it, you're already behind.
Equity matters. Leave policies should support all parents—birthing, non-birthing, adoptive, LGBTQIA+, and caregivers alike.
Support goes beyond policies. Providing return-to-work transition coaching, peer support, and flexible work structures are critical for long-term success.
Great leave = better business. Companies that invest in inclusive parental leave see stronger retention, higher employee satisfaction, and more diverse leadership pipelines.
This isn’t just HR’s problem. I argue it's time for business leaders to step up and own their role in creating a culture that supports working parents.
At Mother Cover, we’re proud to partner with advisors like Sara who are helping companies rethink their approach to parental leave—not just as a benefit, but as a strategic lever for culture, equity, and growth.
Want to build a parental leave program that actually works for your people? Let’s talk.
