When Fatherly's 50 Best Places to Work for New Dads list dropped this week we found many of the usual suspects.
You know the type: Google, Facebook, Patagonia, Salesforce, Trip Advisor, EY and BCG, just to name a few.
These are companies we’re accustomed to seeing on Great Places to Work and Best Companies for Working Moms lists. They make these lists because they treat employees as the three-dimensional people they are, understanding that you bring home to work with you as much as you bring work home.
But what makes these enterprises great places for new dads to work is that they treat dads like moms. Which is to say: They treat dads like parents.
Here’s how they do it.
- Paid Leave
We all know how the US stacks up with other developed nations when it comes to paid parental leave. Putting federal policies aside, dads are even less likely than moms to have paid leave. According to the Families and Work Institute, only 14 percent of employers offer any type of replacement payment for dads taking paternity leave. Each of the 50 enterprises on Fatherly’s list offers at least a week of paid leave.
Working moms aren’t the only ones who can use a little help figuring out what to expect when they’re expecting. To that end, No. 11 Twitter has “Dads On Leave” roundtables so dads heading out on or coming back from paternity leave can share experiences and best practices. No. 32 Goldman Sachs provides fathers-to-be with a coordinator to help arrange flex time, plan paternity leave and maximize kid-specific benefits.
Read More About New Dads Struggling to Find Work-Life Balance
- Child Care
We’ve told you before that child care is the largest household expense for many families. It can also be a major source of employee stress – as working moms and dads bookend workdays with day care drop-offs and pickups, and that’s to say nothing of when care systems breakdown and emergency backup care needs emerge. That’s why leading employers – including dozens on Fatherly’s list – are supporting working moms and dads with care assistance benefits as a way to decrease stress, improve productivity and limit absenteeism and presenteeism.
Learn Why New Dads Don't Take Paternity Leave
- Work-Life Integration
Many leading enterprises are offering flex work arrangements, work perks and employee benefits centered on improving work-life balance – or integration – for their employees. No. 10 PwC, for example, encourages employees to figure out work from home options and lets employees take sick days to care for sick kids. No. 17 Discovery has a concierge service to help with grocery shopping, home maintenance and even vacation research. And, No. 33 AmEx sponsors a “Fatherhood Breakfast Series,” where execs talk about their experiences maintaining work-life balance as they raised families and rose in their careers.
- Provider Dads: They’ve Got You Covered, Too
Yes, dads are more willing to share the breadwinner-caregiver role. But the feelings of responsibility and desire to provide for your family doesn’t disappear just because you’re a dual-income household. One of the reasons Google tops the list – along with 7 weeks of paid paternity leave, child care assistance and $500 for baby bonding – is that it takes care of your family financially in the event of your untimely death. The tech giant pays your spouse 50 percent of your salary for 10 years after your death, all stock options vest immediately and your kids get $1,000 per month until they turn 19 (or 23 if they’re full-time students).
Many times we’ve written about how offering work-family benefits makes business sense and protects the bottom line through reducing absenteeism and stress, boosting productivity and helping to attract and retain talent.
It’s just not so often that we’ve looked at it through the lens of supporting new dads. Our bad.
Here’s how Fatherly, a parenting resource for modern men, described its list (which you can see in full here):
Fatherly's 50 Best Places To Work For New Dads is a snapshot of the changing American workplace. As the nation's companies catch up with the realities of their employees, this is a chance to take stock of who's leading, who's following and who doesn't know the race has started. The list is by no means comprehensive, but it's full of interesting ideas, programs and policies, which recognize that increased parity between men and women at work requires increased parity between women and men at home. Maybe you'll read this and think your company deserves a mention (in which case, we hope you'll let us know); maybe you'll read it and decide you need a new job. Either way, you'll hopefully have a better idea of what progress looks like. More importantly, so will corporate HR directors everywhere.
We dig it.
This is not your father’s workplace. This is not the era of lunchboxes and punching clocks from 9 to 5. The way we work, and the way we live, has evolved and is still evolving. And Fatherly’s list is a recognition of that.
It’s a little glib to say the best companies for new dads are the ones that treat dads like moms. But what that’s really saying is that they recognize that modern dads want to be engaged at work and at home.
You’ve heard us say before that we need to knock it off with our implicit dad-judice and stop treating dads like babysitters. That the widespread assumption that dads are not involved caregivers stands in the way of gender parity at work and at home. That we use the term “working moms” all the time, but nobody talks about working dads.
Maybe it’s time that we start.
- Dad-judice Is a Thing And Moms Are the Real Victims
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- Strengthening Working Families -- It Starts With Us
- On Modern Dads and Super Bowl Ads
- Katharine Zaleski's Apology Should Inspire Us All to Treat Working Moms Better
- 5 Things You Need to Know About the FAMILY Act