In the United States, paid maternity, paternity and adoption leave continues to be fairly rare. Indeed, the Society for Human Resource Management’s 2015 Employer Benefits Survey reports that about 21 percent of employers provided paid maternity leave in 2015 and 17 percent offered paid paternity or adoption leave.
Lately, it’s been “new-economy” companies like Apple, Netflix and Microsoft that have been getting much of the attention on this front. But as we were reminded earlier this week, “old-economy” companies are jumping on this bandwagon, too.
Dow Chemical, founded in 1897 by Herbert Henry Dow, announced on Wednesday the launch of its Global Parental Leave Policy, giving a minimum of 12 weeks paid leave to mothers and two weeks paid leave to non-birthing parents. Leave can be taken during the 12 months following the birth of a child.
The enhanced Dow policy also supports requests to limit travel for new mothers during the first year following the birth of a child and assists nursing mothers who are required to travel for company business through the reimbursement of the cost of packaging and shipping of breast milk.
Further, it provides company-wide nursing rooms and breast-pump assistance, a family illness policy, and counseling and support through its Health Services group.
Dow’s CHRO, Johanna Söderström, pointed out in a press release that the expanded policy reinforces the company’s strong support for the well-being of its employees and their families.
As a piece featured last year on the Entrepreneur website notes, Dow Chemical joins other more traditional employers that offer “radically awesome” leave policies for new parents, such as Johnson & Johnson, Bank of America and Goldman Sachs.
Anecdotally, there seemed to be a decent amount of movement on the paid time-off-for-parents front for organizations of all types in 2015—so it wouldn’t be surprising to see the needle move some when SHRM releases its next survey.
Assuming that turns out to be the case, one would think the uptick was due in part not only to significant media coverage this issue has been getting in recent months, but also to the growing recognition by employers that it’s the right direction to be heading in—both for employees and themselves.