How Inclusive Parental Leave Practices Benefit Your Organisation
Team members who are on parental leave or sabbaticals pose a unique opportunity for organisations
Those away from the daily grind retain a deep understanding of the team’s context and mission but are not bogged down by day-to-day tasks. This detachment can foster a fresh, valuable perspective that might otherwise be lost.
Why Bring People In?
People on leave hold a mirror to the perennial challenges and projects within a team, reflecting on systemic issues rather than temporary fixes.
This perspective is super useful as it can lead to more strategic insights and sustainable solutions. Engaging these team members can invigorate team dynamics, introduce innovative ideas, and help maintain a sense of continuity, belonging and value for those on leave.
This also then makes it easier for people when they return to project work - which can often be a challenging time all round.
How to Effectively Engage with people on long term leave
Effective ‘Keep-In-Touch’ (KIT) Days:
Structured KIT days, which are paid, can be hugely beneficial. These might include a blend of activities such as participating in team meetings, feeding back on changes to the team, project work or simply catching up with colleagues. These sessions help maintain connections without overwhelming the team member who is on leave.
What’s changed logs
Before someone on leave rejoins a session, a brief on significant changes and developments should be shared. This might include a “What’s Changed” log to give a quick overview of any strategic shifts, major decisions taken or changes to systems in their absence. Returning to work can be an overwhelming experience and a simple list of things to cover can help to reduce the mental load.
Team meeting planning with inclusivity first
Organising team retreats with long-range dates gives everyone ample time to schedule their involvement. Ensuring that physical spaces are accommodating for children and diverse needs, such as providing bedrooms for kids and quiet spaces for nursing mothers, demonstrates thoughtfulness and inclusivity.
At our recent team retreat we organised for nannies to come and look after two young children in our team, so their mothers could attend and fully engage with the workshops.
When I first talked to James about attending the retreat, I explained that I wouldn’t be able to leave 👶🏽 at home. Him and Chris did everything they could to make it possible for Noah and I ,and Ellie + babe to join. Feeling very valued and also realising that this should be be norm; that every organisation can make people on maternity leave feel this way if they have a truly inclusive approach.
Yas
Flexible Follow-Up Calls
Both formal and informal follow-up calls can bridge the gap between onsite work and remote engagements. These calls can be scheduled to be convenient for those on leave, respecting their new commitments and time constraints.
Continuous Digital Touchpoints
Utilising tools like WhatsApp and Slack for creating specific groups can help keep everyone updated and connected. This allows for a better flow of information and maintains a sense of community.
You’ve got to be careful not to overwhelm, but having a WJ Maternity Leave group has allowed us to keep people posted on important updates quickly and in a way that suits them.
Considerations for Implementation
Engaging team members on parental leave or sabbaticals not only enhances their sense of belonging and appreciation but also strengthens the team by incorporating diverse perspectives. It’s a strategy that supports individual team members and enriches the organisational culture, fostering a truly collaborative and inclusive workplace environment.
“Everyone is so understanding of the challenges faced when coming back after mat leave (and just of family life in general, to be honest). We’re fully remote, and are only required to travel to a destination 4 times a year (which makes it super fun and not a chore when we do!). It’s ok to not be at morning catch up because the nursery run was a disaster. There is no clock watching and no pressure on time. It’s totally understood that mums returning to work might feel overwhelmed, sad, lost, tired, excited, or any combination of the above. And there is never any pressure to bounce back quickly. The team is a very inclusive and trusting one.”
– Ellie
A few ways to make that easier for everyone include:
Plan Ahead
Discuss with the team member what they feel comfortable with during their leave. Some might prefer a regular update, while others may want only significant changes communicated. Make sure you have a full plan before someone goes on leave, but make sure you have chances to change depending on what people need.
Be Flexible
Recognise that plans may need to adapt based on the personal demands faced by those on leave. Flexibility in scheduling and expectations is key. Every parents’ needs are unique - and we’ve also found what first time parents need and want can be very very different to subsequent parental leaves.
Keep people connected
Make sure that people can dip in and out of tools and channels easily if they want to. Keep their email accounts and diaries up and running and try to keep user accounts to tools like Mural or Slack live so they can use if needs be.
Support Reintegration
As the leave period concludes, consider a phased approach for coming back to the team to help them adjust back into their roles without overwhelming them. Yas is starting on 2 days / week and increasing to her usual four days over a number of months.
It’s ok to not be at morning catch up because the nursery run was a disaster. There is no clock watching and no pressure on time. It’s totally understood that mums returning to work might feel overwhelmed, sad, lost, tired, excited, or any combination of the above. And there is never any pressure to bounce back quickly.
Ellie
By embracing these practices, organisations can turn the challenge of parental leave and sabbaticals into a strategic advantage, bringing fresh insights and renewed energy into team dynamics.