In the United States, while there’s no federal mandate for paid parental leave, more companies are recognizing its value as a crucial benefit to attract and retain employees with families. However, a study by Remote reveals that 15% of workers refrain from utilizing their full parental leave entitlement, partly due to concerns over potential career setbacks. This trend is more pronounced among women, with 10% using less than half of their allotted maternity leave.
Progyny, a fertility benefits provider, stands out by offering 16 weeks of paid leave to primary caregivers and 12 weeks to secondary caregivers. In 2023, approximately 20% of Progyny’s workforce availed some form of leave. Cassandra Pratt, the company’s SVP of people, emphasized the importance of supporting employees’ career progression during their leave. She highlighted that Progyny promotes employees while they are on leave as a strategy to counteract any perceived negative impact on career growth.
The company, which has a predominantly female workforce, prioritizes the effective communication and utilization of leave benefits. Pratt mentioned the training of managers to discuss leave openly and the encouragement for all employees to take advantage of their leave entitlements, reinforcing the message that parental leave does not hinder career advancement. Progyny makes a significant portion of its promotion decisions on July 1, regularly including employees who are on leave among those promoted.
This approach is in response to broader concerns that parental leave can adversely affect career trajectories, a phenomenon supported by research. Studies have shown that women are less likely to be promoted after taking leave, a reflection of the “motherhood penalty” that affects career development globally. Despite this, some companies like Salesforce and McKinsey are making efforts to support employees’ career development during and after parental leave, with initiatives like McKinsey’s “reintegration program.”
By actively promoting employees on leave, Progyny and similar companies aim to alleviate concerns about career impact, demonstrating a commitment to valuing employees equally, regardless of their parental leave status. This not only helps in reducing the anxiety associated with taking leave but also reinforces the idea that employees remain an integral part of the company’s success, even in their absence.
