Supporting Working Parents Strengthens the Workplace

Did you know about 80% of employees will become parents at some point in their careers, but many do not feel supported? A third do not even think they will return to work after parental leave. And of those who do, many leave within a year. Regardless of the path they choose, one thing is clear: A lot of parents feel that starting a family has at least temporarily derailed their career.Therefore, companies need most: resilience, empathy, focus, crisis management, and a long-view perspective. Their book invites leaders to reimagine working parents not as a liability but as an untapped competitive edge. Written for executives and managers, The Parenthood Advantage explores how companies can build cultures that value parents—and thrive because of it. But the book also serves as a roadmap for parents and soon to be parents—male and female—who want to know how best to prepare for leave and how to transition back to the workplace smoothly. Some of the actionable insights for parents include:Set expectations early: Initiate a conversation with your manager three to four months before leave starts. That allows time to plan coverage, discuss communication preferences (clean break vs. lightly looped in), and begin a dialogue that makes the transition smoother on both sides.Know your company’s policy around parental leave: And do not assume your manager does. Not all HR departments prioritize equipping managers with this information. Share with them what you learn.Schedule a resolute “returnship” conversation: Get it on the calendar before you leave so that it can take place a couple of weeks prior to coming back. This is a chance to check in on projects and ask for any flexibility you may need (like adjusted days or hours). https://booklife.com/project/the-parenthood-advantage-102115http://www.yourlotandparcel.orgSupport the show