Download to read offline
More Related Content
Similar to parental guidance 2020 summit
![Building a Performance-Based Culture [webinar 01.10.13]](https://cdn.slidesharecdn.com/ss_thumbnails/performanceculture011013h-130122105924-phpapp01-thumbnail.jpg?width=640&height=640&fit=bounds)
More from Kam Kazemi
parental guidance 2020 summit
- 1. Parental Guidance: How toCreate a Great Workplace for Parents
- 2. Sarah Lewis-Kulin Oversee BestWorkplaces Lists & Methodology Worldwide 20 years Co-author with Michael C. Bush of A Great Place to Work For All Wife, sister, parent, daughter, person @SarahLewKu
- 4. `` Our data setis the largest for understanding the experience of parents at work from all backgrounds. 4.5M Employees Represented 51% Parents 1,044 Companies
- 5. Determining the BestWorkplaces for Parents • Parents – all of them - have great work experiences • Company provides & people use key programs: • Parental leave programs • Adoption benefits • Workplace flexibility • Childcare & dependent health benefits
- 6. Motherhood Impact Commitment toorganization Meaning of work Making a difference Pride in community Politics Room for mistakes Appreciation for work At Best Companies: Psychologically & emotionally healthy
- 7. Our Challenge: Bust throughthe “lack of commitment” narrative Rise to opportunity: Equity. Communication. Professional Support.
- 8. Fatherhood Impact Like Mothers: Commitment,Meaning, Difference, Pride Unlike Mothers: Fair pay & profit-sharing Like Mothers: Politics, Promotions, Mistakes Unlike Mothers: Not feeling unappreciated, Benefits, Micromanagement
- 9. Our Challenge: Make leavea real opportunity
- 10. A: Mothers B: Fathers C:Women with no children D: Men with no children Which group of employees were 3.2 times more likely to stay with a company when they had flexibility to take time off as they see fit? 2.4 2.6 2.7 3.2 Factor By Which Intent to Stay Increases Able to take time off
- 11. Who is MostLike to Stay due to Work-Life Balance? 2.4 2.6 2.7 3.2 Factor By Which Intent to Stay Increases Able to take time off Mothers Fathers Women No Kids Men No Kids
- 12. 2.4 2.4 2.8 2.9 2.4 2.6 2.7 3.2 Factor ByWhich Intent to Stay Increases Work-life balance encouraged Able to take time off Who is Most Like to Stay due to Work-Life Balance? Mothers Fathers Women No Kids Men No Kids
- 13. Work-Life Balance Not onlya parents’ issue. Not parents’ only issue.
- 14. Programs of theBest Workplaces: Fundamentals • Career & schedule flexibility (crisis & ongoing) • Childcare support • Eldercare • Mentors & affinity groups
- 15. Programs of theBest Workplaces: Stand Out Practices Buck industry trends. • Work Local (Accenture) • Flexpert Program (Workday) Think beyond newborns. • Help for Single Parents (EY) • Continuing Education that Includes Employees’ Families (David Weekley Homes) • Stanford Health Navigator (NVIDIA) • Bring Your Parents to Workday (Workday) Encourage dads to use parental leave.
- 16. Programs of theBest Workplaces: “Secret Sauce” ForAll Leadership
- 17. Corey Drushal Total QualityLogistics Marketing Manager Developed TQL’s corporate giving program Created TQL Culture Team JD Northern Kentucky University Law School Parent of one of the cutest beagle ever @CoreyDrushal
- 18.
- 19. Section 1.1 ExecutiveSummary WHO WE ARE FOUNDED IN 1997 • Headquartered in Cincinnati • 5,500+ employees across 57 offices in 26 states • One of the largest third-party logistics firms in North America • Coordinating movements of more than 30,000 shipments per week • We specialize in truckload, less-than-truckload, and intermodal shipping, servicing key industries including: • Food and Beverage • Chemicals and Plastics • Consumer Goods • Energy and Infrastructure • Government and Nonprofit • Paper and Packaging • Pharmaceutical and Healthcare • Retail • Technology • Transportation WHO WE ARE FOUNDED IN 1997 • Headquartered in Cincinnati • 5,200+ employees across 57 offices in 26 states • One of the largest third-party logistics firms in North America • 24/7/365
- 21.
- 23. FAMILY AT ALLSTAGES BEFORE KIDS: • Parents Club • Volunteer Events • Intramural Leagues • Deployment Family Care NEW KIDS: • Parent Classes • Baby Announcements • Baby Gifts FAMILY GROWTH: • Family Events • Kids Club • Letters from Santa • Internships • Family Grants
- 26. “TQL gave methe opportunity to have a family.” - Zach T.
- 27.
- 28. Chandni Kazi Data Scientist,Great Place to Work Started at GPTW in 2014 MPH Biostatistics Co-Author and lead researcher (check out the library!) Speaker, TEDxBerkeley Dog mom! @chai923
- 29. Leadership is thesecret sauce
- 30.
- 31. They are curiousand learn from everyone
- 32.
- 33. They bring their wholeself to work so that you can, too!
- 34.
- 36.
- 37. Terri Cooper Chief InclusionOfficer, Deloitte Oversaw Deloitte’s inaugural Inclusion Summit and Inclusion Council rollout Recent delegate at Davos Author of State of Inclusion report series PhD in Pharmacology Avid traveler, lover of horses, international resident, fly fisher @DrTerriCooper
- 39. The six signaturetraits of inclusive leadership Thriving in a diverse new world
- 40. How organizations cansupport inclusive leadership • Highlight inclusive leadership as a core pillar within the organization’s diversity and inclusion strategy • Formally assess inclusive leadership capabilities across senior leaders and people managers • Integrate development of the six signature traits of inclusive leadership into leadership development programs
- 41. Inclusive leadership today •Diversity—of markets, customers, ideas, and talent—is an inescapable part of today’s business environment. • When leaders have clarity about what it means to be highly inclusive they are positioned for success
- 42. Panel & OpenQ&A • Use Microphone • State Your Name • Limit mic time to 30 seconds
- 43. Great Workplaces forParents are great for everyone, including the future generations!
- 44. Great Workplaces forParents are great for everyone, including the future generations!
- 45. Great Workplaces forParents are great for everyone, including the future generations!
- 46. Work-life balance isn't onlya parents’ issue. And it isn't parents’ only issue. #work #worklifebalance #parents #GPTW4ALL @GPTW_US Strong employment benefits are necessary but not sufficient to create a great experience for parents today. You also need For All Leadership to truly make parents feel included. #Leadership #Parents #WorkplaceWellbeing #inclusion #work #benefits #GPTW4ALL @GPTW_US Let's bust a myth about moms at work. Mothers are MORE committed to their organizations when they come back from maternity leave. The challenge is helping leadership fully welcome them back. #Leadership #Parents #workingmoms #WorkplaceWellbeing #inclusion #work #GPTW4ALL @GPTW_US Tweetable Takeaways @SarahLewKu @chai923 @DrTerriCooper @CoreyDrushal
Editor's Notes
- #2 Parents list badge
- #3 Talk about passion: - important about the BW of parents because it doesn't focus on just mothers but also fathers! - my identity as an employee and parent are both important to be, and I don’t - and shouldn't – be forced to choose "not a good enough parent, not a good enough employee" But love that I work for a GPTW because I can live into each of my identity
- #5 351,702 Parents 149,191 Fathers 195,364 Mothers 3,878 Non-Binary Parents 6,323 LGBTQ Families (38%) 129,809 Parents of Color 94,708 (27%) are also taking care of elders 5% (15,248) have disabilities Individual Contributor 226,531 Frontline manager 68,968 Executive/C-Level 9,581 Mid-level manager 40,872
- #7 Stat about dual career - BCG research Motherhood myths Opportunity to match mothers’ commitment to org: Double down on equity, communication & professional support to counter concerns Reminder not to overlook non-parents’ work-life balance === Contrary to opinion, mothers are committed to the work. Analysis from datable
- #8 Our Challenge: Bust myths Rise to mothers’ commitment: Equity. Communication. Professional Support. Our Challenge: Comfort using parental leave (Generally: dads are alright.)
- #9 Gender gap in pay increases with parenthood between mothers and fathers Fathers are having the BEST experience of everyone – mothers, and people with no childcare responsibilities - they don't use their full time off (related to politics, fair promotions)
- #10 Our Challenge: Bust myths Rise to mothers’ commitment: Equity. Communication. Professional Support. Our Challenge: Comfort using parental leave (Generally: dads are alright.)
- #12 Do a poll here! To match title to graph! - Only show take time off; and then show work-life balance Bottom Quartile of all metrics affecting intent to stay
- #13 Do a poll here! To match title to graph! - Only show take time off; and then show work-life balance Bottom Quartile of all metrics affecting intent to stay
- #14 Our Challenge: Bust myths Rise to mothers’ commitment: Equity. Communication. Professional Support. Our Challenge: Comfort using parental leave (Generally: dads are alright.)
- #15 Through Accenture's Work Local program, primary caregivers can elect to work locally for up to one year following the birth or adoption of a child. Our people are guaranteed an equal-to or less-than 90-mile commute to work and are not required to stay overnight for business. Workday consultants are often on the road, traveling to different sites to help customers make the most of Workday products. Some of them, however, would like to spend more time close to home. To give consultants a break from being away from home—and also provide an opportunity to build new skills—Workday has developed the Flexpert program, which prepares them to become instructors in one of our training facilities. This new role can dramatically reduce their time on the road if they wish, so long as Workday has a training facility in their location. Also, the consultant’s schedule becomes more stable and predictable because our training facility classes are planned months in advance. Specially trained “navigators” help secure appointments with Stanford specialists who are very hard to see. For those not located in the Bay Area, the Stanford program helps secure appointments with specialists at other leading centers, such as the Cleveland Clinic, the Mayo Clinic and Massachusetts General Hospital. And through a recent partnership between Stanford and International SOS, employees and their families can secure appointment assistance anywhere in the world. Another service the program provides is access to trained medical librarians who can quickly search clinical journals and general press alike to compile a dossier of credible information on a specific condition. One NVIDIAN said his college-age daughter was suspected of having Cushing’s Disease, a rare and notoriously difficult-to-diagnose endocrine condition. After she had ricocheted inconclusively from one doctor to another, in growing distress, her father used the Stanford program. It marked the beginning of the road back to normalcy for her. Why should kids and teens have all the fun? Workmates’ parents are invited to an open house at the company's Pleasanton, California, campus. They learn about the business and products, meet their children’s bosses, spend time with Aneel Bhusri and Dave Duffield, tour the buildings, play games in the game room, and enjoy food from one of Workday's cantinas. “Parents love it,” says Senior Manager of Employee Programs Sonia Rose. “We thought we’d see mostly parents of our Generation Workday college new hires, but we actually saw many older parents, too. Parents told me how thrilled they were to be invited to see where their son or daughter worked. They really got to experience how we have fun at Workday. It was a huge success.” Last year, more than 270 parents participated in this behind-the-scenes Workday event, and they all received a car magnet that reads “Proud Parent of a Workmate.” Survey feedback indicated that more than 94 percent of Workmates rated the event good to excellent. In anonymous comments, one employee said, “I was pleasantly surprised and encouraged to see the wide participation in the event. I think it's a testament to Workday and the culture it strives to uphold as we continue to grow.”
- #16 Through Accenture's Work Local program, primary caregivers can elect to work locally for up to one year following the birth or adoption of a child. Our people are guaranteed an equal-to or less-than 90-mile commute to work and are not required to stay overnight for business. Workday consultants are often on the road, traveling to different sites to help customers make the most of Workday products. Some of them, however, would like to spend more time close to home. To give consultants a break from being away from home—and also provide an opportunity to build new skills—Workday has developed the Flexpert program, which prepares them to become instructors in one of our training facilities. This new role can dramatically reduce their time on the road if they wish, so long as Workday has a training facility in their location. Also, the consultant’s schedule becomes more stable and predictable because our training facility classes are planned months in advance. Specially trained “navigators” help secure appointments with Stanford specialists who are very hard to see. For those not located in the Bay Area, the Stanford program helps secure appointments with specialists at other leading centers, such as the Cleveland Clinic, the Mayo Clinic and Massachusetts General Hospital. And through a recent partnership between Stanford and International SOS, employees and their families can secure appointment assistance anywhere in the world. Another service the program provides is access to trained medical librarians who can quickly search clinical journals and general press alike to compile a dossier of credible information on a specific condition. One NVIDIAN said his college-age daughter was suspected of having Cushing’s Disease, a rare and notoriously difficult-to-diagnose endocrine condition. After she had ricocheted inconclusively from one doctor to another, in growing distress, her father used the Stanford program. It marked the beginning of the road back to normalcy for her. Why should kids and teens have all the fun? Workmates’ parents are invited to an open house at the company's Pleasanton, California, campus. They learn about the business and products, meet their children’s bosses, spend time with Aneel Bhusri and Dave Duffield, tour the buildings, play games in the game room, and enjoy food from one of Workday's cantinas. “Parents love it,” says Senior Manager of Employee Programs Sonia Rose. “We thought we’d see mostly parents of our Generation Workday college new hires, but we actually saw many older parents, too. Parents told me how thrilled they were to be invited to see where their son or daughter worked. They really got to experience how we have fun at Workday. It was a huge success.” Last year, more than 270 parents participated in this behind-the-scenes Workday event, and they all received a car magnet that reads “Proud Parent of a Workmate.” Survey feedback indicated that more than 94 percent of Workmates rated the event good to excellent. In anonymous comments, one employee said, “I was pleasantly surprised and encouraged to see the wide participation in the event. I think it's a testament to Workday and the culture it strives to uphold as we continue to grow.”
- #17 Through Accenture's Work Local program, primary caregivers can elect to work locally for up to one year following the birth or adoption of a child. Our people are guaranteed an equal-to or less-than 90-mile commute to work and are not required to stay overnight for business. Workday consultants are often on the road, traveling to different sites to help customers make the most of Workday products. Some of them, however, would like to spend more time close to home. To give consultants a break from being away from home—and also provide an opportunity to build new skills—Workday has developed the Flexpert program, which prepares them to become instructors in one of our training facilities. This new role can dramatically reduce their time on the road if they wish, so long as Workday has a training facility in their location. Also, the consultant’s schedule becomes more stable and predictable because our training facility classes are planned months in advance. Specially trained “navigators” help secure appointments with Stanford specialists who are very hard to see. For those not located in the Bay Area, the Stanford program helps secure appointments with specialists at other leading centers, such as the Cleveland Clinic, the Mayo Clinic and Massachusetts General Hospital. And through a recent partnership between Stanford and International SOS, employees and their families can secure appointment assistance anywhere in the world. Another service the program provides is access to trained medical librarians who can quickly search clinical journals and general press alike to compile a dossier of credible information on a specific condition. One NVIDIAN said his college-age daughter was suspected of having Cushing’s Disease, a rare and notoriously difficult-to-diagnose endocrine condition. After she had ricocheted inconclusively from one doctor to another, in growing distress, her father used the Stanford program. It marked the beginning of the road back to normalcy for her. Why should kids and teens have all the fun? Workmates’ parents are invited to an open house at the company's Pleasanton, California, campus. They learn about the business and products, meet their children’s bosses, spend time with Aneel Bhusri and Dave Duffield, tour the buildings, play games in the game room, and enjoy food from one of Workday's cantinas. “Parents love it,” says Senior Manager of Employee Programs Sonia Rose. “We thought we’d see mostly parents of our Generation Workday college new hires, but we actually saw many older parents, too. Parents told me how thrilled they were to be invited to see where their son or daughter worked. They really got to experience how we have fun at Workday. It was a huge success.” Last year, more than 270 parents participated in this behind-the-scenes Workday event, and they all received a car magnet that reads “Proud Parent of a Workmate.” Survey feedback indicated that more than 94 percent of Workmates rated the event good to excellent. In anonymous comments, one employee said, “I was pleasantly surprised and encouraged to see the wide participation in the event. I think it's a testament to Workday and the culture it strives to uphold as we continue to grow.”
- #29 Thank you for sharing Corey. Hi everyone, my name is Chandni Kazi and I work as a Data Scientist for GPTW. I'm kind of like the Inspector Gadget but for Workplace Culture Trends. I started back in 2014, on the heels of earning my masters in Biostatistics. Since then I have co-authored several research papers that you can find at the GPTW bookstore, and led the research around the defining characteristics of the Best Workplaces for Parents. I was also fortunate to be a speaker at TEDxBerkeley, where I was given a platform as a Mental Health Advocate to share my love story with my learning disability in the hopes to inspire others to do the same. I’m also a dog mom! That’s Blackjack right there and although that does not qualify me as a parent on our GPTW survey, I empathize with the thousands of employee comments that I had the privilege reading. And through using advance data science techniques, it's clear: ...."Leadership is the secret sauce"
- #30 The best workplaces for parents are ones that invest in FOR ALL leadership. As Sarah discussed, great programs are Necessary to be a Great Workplace – But it’s NOT Sufficient, it’s not enough. Great programs are only as strong as the leaders that are tasked to encourage them
- #31 4ALL Leaders take time to understand the unique strengths and difficulties of their people and constantly checks “who is missing from this narrative.” It could be a benefit, an event, or even an email cc to keep them included in a necessary discussion. They are proactive about FOR ALL. Leaders set the tone for trust. The programs that Sarah mentioned – no matter how amazing - can get blocked at the managerial level. Individuals have unconscious biases and may be unaware of how their actions can reinforce the norm. So what does it feel like to have a For All Leader?
- #32 [curiosity] They understand how others view and experience the world, and can engage in respectful and curious questioning, with the goal to better understand others’ viewpoints
- #33 [Cognizance of Bias] They create space and safety for everyone, and they do this by recognizing their own personal blind spots – as well as those of the organization.
- #34 [Commitment] – Foster environments where team members can be themselves by modelling authenticity and empower each other’s well-belling.
- #35 [collaborative] They empower individuals as well as create and leverage the thinking of diverse groups. They move and uplift people for their hard work
- #36 [stands out] An employee at salesforce shared her story with us through the Trust Index survey that exemplifies this trait. While she was on maternity leave, her manager drove 60+ miles to visit her at home after she delivered her son. Her manager brought them lunch, and a gift for her baby. When she opened up the gift inside was a baby onsie That said “MY MOM GOT PROMOTED” It was such a huge surprise to her and a wonderful gesture. It’s moments like this that shows us that the leader has your back. [original employee comment] While I was on maternity leave, my manager came to visit me at home to bring my husband and I meals after the delivery of my son. (My manager happens to live 60+ miles away from me.) When she brought the meals, we all sat together and enjoyed a nice lunch. She also brought with her a gift for the baby. I opened up the gift and inside was a baby onesie that said on the front. "MY MOM GOT PROMOTED." It was such a huge surprise and a wonderful gesture! It takes a special company and manager to go to those lengths and to also promote someone while they are on maternity leave! ~Salesforce employee
- #37 [Courage] Courageous in -- conversations holding others accountable for non-inclusive behaviors Humbly seeking contributions of others to overcome personal limitations An example of this leadership trait is best told from our panelist, Terri Cooper.
- #38 Terri Cooper is The Chief Inclusion Officer at Deloitte. She oversaw Deloitte’s inaugural inclusion summit and inclusion council rollout She was a recent delegate at Davos, Author of State of Inclusion report series, Has her PhD in Pharmacology, And an avid traveler, lover of horses, international resident, and fly fisher! Welcome and thank you for being here today Terri.
- #39 I’m Terri Cooper, Chief Inclusion Officer for Deloitte I want to start off today by sharing a story about why this issue, creating great workplaces for parents, is so important to me. I worked with a senior manager once. A super-talented woman. And she was struggling with her Well-being. I was nervous that we’d lose her. So I worked with her leadership and got her aligned on a local project. She’d travel less and spend more time with her two young children. Then unbeknownst to me, something happened that derailed the whole arrangement. She called me up a few months later and said, “I can’t make this work.” It took courage for her to call me. To trust that I would have her back. So I screwed up my own courage and called the CEO of Consulting at the time. I told him about her and her talent. I said, “I need you to get personally involved in this, or we’re going to lose her.” He did. And last year she made partner. At our new partner event, her husband came up and gave me a hug. He said, “Not only did you save our marriage; she wouldn’t be here today if it weren’t for you.” My job as Chief Inclusion Officer is to cultivate an environment where everyone feels like they can connect, belong, and grow – regardless of your background, your attributes, or your home life. Our workplace has to work for everyone.
- #40 What I’m talking about, and what Chandni referenced earlier, is culture. We strive to have an environment where everyone, including parents, feels like they can be themselves and have the opportunity to advance in our organizations. So what does that take? It takes what GPTW calls Leadership4ALL and what we at Deloitte refer to as inclusive leadership. These concepts are the same – culture is set by the tone at the top. Based on our research, we have defined six traits of inclusive leadership behaviors that we expect our leaders and our people to embody on a daily basis.
- #41 Highlight everyday actions This needs to be a core pillar of any successful diversity and inclusion strategy Assess inclusive behavior capabilities You want people leading the change to be fully invested in the change.
- #42 Integrate the traits into leadership development programs Whichever traits you identify as crucial—make sure your people learn them and model them at every stage of your leadership development programs. Not just the up-and-coming C-Suite, but the senior managers and managers too. And even in your onboarding. Slide 9: Key ideas Businesses that want to be successful must recognize that they exist in a diverse world. That’s not going to change. Diverse markets Diverse customers Diverse employees With diverse ideas Cultivating inclusion is key for making the work place work for parents What it comes down to is behavior, every day interactions, how we each show up and embody these traits This takes a commitment, but one that is incredibly worthwhile To advance inclusion and foster an environment where everyone feels like they can connect, belong, and grow
- #43 Before we start the Q&A, we have three asks: Use the microphone: even though you can project it will help us with the recording State your name Lastly, be concise and limit your mic time to 30 seconds While you all prepare your questions, I wanted to ask Chandni – given all the data we have and that you have explored, any surprising findings that you want to share?
- #44 This is why we’re doing what we’re doing, why we’re all here.
- #45 This is why we’re doing what we’re doing, why we’re all here.
- #46 This is why we’re doing what we’re doing, why we’re all here.