Novartis Belux’s Post

Today was an unforgettable day in my work life. My colleagues have organized “best baby shower party ever” for me at the office. We had lots of fun🤗 tried to guess the size of my belly🤰🏻ate delicious cakes and cookies🎂 and celebrated my baby girl all together in one of the biggest meeting room which was fully decorated with baby items 🎈 We know that most of the women are suffering from giving birth as a working mom, even in today’s most modern western countries. They are facing with lots of difficulties during making choices between their career and mom duties and felt overwhelmed with uncertainties time to time. Here are some key findings of a research regarding how women's employment changes after having a child: 🍼Fewer than one-in-five of all new mothers, and 29% of first-time mothers, return to full-time work in the first three years after maternity leave. This falls to 15% after five years. 🍼17% of women leave employment completely in the five years following childbirth, compared to 4% of men 🍼Mothers who leave employment completely are three times more likely to return to a lower-paid or lower-responsibility role than those who do not take a break. This loss in work experience, and in particular full-time work experience, is an important part of the explanation for the gender pay gap and suggests women still suffer economically as a result of taking on childcare responsibilities. At that point, a supporting work environment gains prominence. Today, I personally felt very supportive attitude towards me coming from my colleagues and managers, which is priceless for me. I can say from the bottom of my heart that Novo Nordisk is the “Best Place To Birth” 💙 Jens Pii Olesen Esra Gökşen Dilara Ertuğrul Şehnaz Gökceviz Ümüt Ay, MSc Esra Şafak Yılmaz, PhD ARDA DARBAZ (M.Sc.) İpek Çavdar CANER KAPUCU

I’m really happy to return to work after a transformative three-month paternity leave – marking the longest break in my professional career since I started working at 18. I owe immense gratitude to SAS's legal department for their unwavering support, enabling me to fully embrace this pivotal time with my family. Reflecting on my past experience with Argentina's outdated labor laws, where a mere two-day leave for my first son's birth felt inadequate and unjust. However, my second son's arrival in Spain showcased a leap forward in time and progressive policies, recognizing the crucial role both mothers and fathers play in newborn care. It's clear: gender-balanced parental leave policies are not just a luxury but a necessity for societal progress. In country’s where laws fall short, forward-thinking companies can lead by example, championing benefits that drive meaningful change. Research consistently highlights the economic benefits of extended leave, underscoring its role in fostering societal prosperity. Let's continue advocating for laws and policies that empower families and drive holistic growth.

Falling through the gaps So I am currently in hospital after my family welcomed a little baby girl to the world yesterday. Baby fed is changed and fed and sleeping and mummy is recovering and sleeping too. This delivery was different from the last as my wife had to have an elective C section due to Pre Eclampsia diagnosis a week ago. The recovery is going to be very different for her, the support I give will need to be adjusted and different from 7 and a half years ago when my son was born. Like with the first time I became a father I never qualified for paternity leave as I was only with the employer 4 months before baby arrived. This time I have been with my current employer for 6 months and again didn’t qualify for paternity leave, would have been 6 months which would have been amazing. I am not looking for sympathy with this post, just purely sharing my thoughts. Paternity leave is an amazing benefit. If you can get 2 weeks, a month or more…amazing. It’s a precious time in the relationship between father and child and to support with the new family dynamic. I feel for the people that struggle to have children and when they finally do and can not take advantage of such a benefit it fills me with sadness. It really can make a world of difference. I understand policy, I understand rules but sometimes you need to look at the “Human” or “People” side of employee benefits. It can really help. P.s we need more comfortable seating in delivery suites! Will need a chiropractor after 3 hours on that! 😂 #proejctmanager #paternity #father #family #worklifebalance #highereducation #flexibleworking #employeebenefits

#Paternity leave or Time Off-- Child Care and Father# I still remember the first night we came home from the hospital with our first child in April, 2024. In a few days, the house transformed into strewn with diapers, gauze, clothes and food; dirty dishes, piles of dirty laundry, out of place furniture, and above all, a general feeling of inadequacy in satisfying our new baby’s needs. In a matter of minutes, our household dynamics and routines completely changed. New babies come with many demands, and the first few weeks and months of settling can be very challenging. Especially with people like us who have no experience, it is very challenging. A lot of unexpected things happen. You are just running around figuring things out like the baby's sleep, the mother's physical and emotional health. Some of my friends or old colleagues dads remained reluctant to take a full week off work, uncomfortable using offered paternal leave and/or to avoid being perceived as less dedicated employees. The workplace culture, social stigma and the male breadwinner expectation still represent a mental block for men seeking to take more extended paternity leave or Time off. This made me reflect on why paternity leave or Time off needs to get more attention. 1. It’s still quite rare. As men are generally the main breadwinner in the family, their ability to take parental leave is limited because it is unpaid. 2. A cultural double standard persists. Fathers are modulated for doing what they should normally do, while the mother's role is taken for granted as child care should fall mainly on them. Paternal leave promotes gender equity in both the working and private sphere. Increasing its duration to maternity leave standards could be a very innovative strategy to break down longstanding cultural norms about gender, work and household responsibilities; and could ultimately contribute to the achievement of Sustainable Development Goal 5. #Paternityleave #Corporate #Time-off for Child Care #SDG5 #MinistryofLabourandEmployment #MinistryofWomenandChildDevelopment

Beginning in 2025, NY will be the first state to mandate employers provide up to 20 hours of PAID TIME OFF for pregnant people to attend their prenatal appointments. Why is this important? Do you know how many prenatal visits are recommended in pregnancy? If you guessed 12-14, that's correct. Now, imagine you're a pregnant person, and your prenatal care provider is a 20-minute drive away. Taking into account traveling to and from the provider's office, sitting in the waiting room, receiving a work-up, and the actual time with provider, that's a minimum of one hour. This translates to a minimum of 12-14 hours per pregnancy spent attending medical appointments. Now imagine you live in a maternity care desert, and your prenatal provider is one hour away. You are a single mom working at McDonald's with a toddler in tow, and your car broke down last week, so you're left with waiting for a ride from a family member or taking public transit. Round-trip to and from the provider's office, your journey takes 4 hours. That's half a work-day. Faced between going to the doctor or taking the day off of work, this mom skips her prenatal appointment. Transportation and financial insecurity are MAJOR barriers to receiving sufficient prenatal care. As many as 25% of women in the U.S. receive less than the recommended number of prenatal visits. This number will likely increase as maternity care deserts continue to expand year over year. Kudos to NY for addressing these logistical barriers and removing the decision of "do I see my provider" or "do I risk 4 hours' worth of lost wages"? This will almost certainly reap enormous maternal and child health benefits in NY. Let's get all other states and territories on board. https://lnkd.in/eipjjyRa

As I prepare to welcome my second child here in Austria, where new parents are granted the incredible benefit of up to two years of PAID maternity leave, I can't help but reflect on the differences in parental support systems across the globe. 👶 Take Sweden and Norway, for instance, where families are granted similarly generous leave policies, often spanning around 16 months with a high percentage of wage replacement. On the other hand, countries like the United States offer minimal federal parental leave, with no mandated paid leave. Parents may be entitled to up to 12 weeks of unpaid leave, but this often leaves families facing financial strain and difficult choices. So, when I shared with my colleagues from the States that I'll be taking a year off for maternity leave, their jaws dropped. 🤯 It's a cultural clash that reveals how differently we view parental leave. Here in Austria, it's the norm, but elsewhere, it's seen as a luxury. It's moments like these that remind me of our cultural diversity and the need for understanding each other's realities. In light of intercultural communication, I’m very interested in exploring these cultural nuances and facilitating a dialogue around them. By sharing insights and experiences, we can learn from each other, challenge assumptions, and ultimately work towards more inclusive policies worldwide. 💪 How does your country measure up? What is the duration of parental leave there? Do you consider it a fair-enough policy? Let’s talk! #InterculturalCommunication #MaternityLeave #GlobalPerspective

📣 Exciting News for Soon-to-be Dads and Partners! 🍼 Starting from 8 March 2024, HM Government is introducing changes to Paternity Leave and Pay to provide more flexibility and support for fathers and partners. Here's a quick snapshot: ✅ Non-Consecutive Blocks: Dads and partners can now take their leave in 2 non-consecutive blocks, breaking free from the one-block restriction. Choose what suits your family best! ✅ Extended Timeframe: Enjoy the freedom to take Paternity Leave and Pay at any point in the first year after your child's birth or adoption. Flexibility tailored to your family's needs. ✅ Shortened Notice Period: With just a 4-week notice, you can decide when to take your leave, accommodating the dynamic needs of your growing family. 🤝 Guidance for Employers: Get ready, employers! The new measures include guidance on reclaiming statutory payments if an employee opts for Statutory Paternity Pay and Leave (SPPL) before 6 April 2024 due to early or premature birth. 👶 Eligibility Update: Dads and partners can claim SPPL under the new rules if the expected due date is after 6 April 2024. Even if the little one arrives early, you can start your leave right away! 👪 Plan Ahead: This means you can take those 2 precious non-consecutive weeks of leave before 6 April 2024 for babies expected after this date. More time for bonding and supporting your growing family! 🌟 Stay tuned for the positive changes coming your way! 🎉 #PaternityLeaveUpdates #FlexibleParenting #ExcitingChanges #paternityleave

In reality, the postpartum period extends far beyond the commonly perceived three-month timeframe. In the United States, where maternity leave policies vary, women often find themselves returning to work after 6, 12, or 16 weeks, despite ongoing physical and emotional recovery needs. During this time, their bodies continue to heal while they may be grappling with profound sleep deprivation and exhaustion. Fortunately, some companies now offer transition programs designed to support new mothers as they reintegrate into the workforce, recognizing the significance of accommodating individuals after the transformative experience of childbirth. What's even more important is that we can collectively advocate for enhanced maternity leave policies, recognizing that it is the responsibility of ALL to ensure every woman receives the necessary support to navigate postpartum. By advocating for policy changes and fostering a culture of inclusivity and support in workplaces, we can empower mothers to thrive in both their personal and professional lives, contributing to a more equitable workforce and society.

I think this is an essential guide book for expecting parents! Delving into a subject, where information isn’t always given or known. Check this out for all your answers!

Is this thing on? 🎤 It's been a minute we've been on this platform! Maybe the post below will give you a hint as to why 😊 This #InternationalWomensWeek, we are giving you a peek behind the curtain to what has been a highly relevant, challenging, and joyful conversation for our team over the last few years. That’s right, we’re talking about #parentalleave. Let’s be clear: parental leave isn’t a “women’s” issue (though it’s often made to be), but as an all-female team, it’s quite literally been an unavoidable topic for us. Let’s rewind to a year ago today when not one, but two of our team members were 35+ weeks pregnant. What’s a small team like ourselves to do if half of our team is due to have babies three weeks apart? Admit it: you were thinking it too! Several months ago, our team sat down to discuss and reflect on the year 2023 and dish some of the tea on how we have navigated welcoming 3 babies in less than 4 years of business. We haven’t arrived at any profound conclusions and this certainly isn’t a “how-to” guide, but if you’re curious, go ahead and eavesdrop. We hope this is just the beginning of the conversation for all of us. Listen now: https://lnkd.in/g3quzFes