Shibani Ahuja (R), her accomplice Sharon Chung and their seven anniversary old son Carter.
:max_bytes(150000):strip_icc()/3545285v1-5bab76d446e0fb00251d2c66.png "Writing Your Maternity Leave Letter")
Fred Lum/The Globe and Mail
In 2017, Shibani Ahuja was advancing the end of a four-year expat appointment assignment in the Philippines aback a above administrator accomplished out to her. The administrator now formed at Toronto-Dominion Coffer and wondered whether Ms. Ahuja would be absorbed in alive for the bank.
Ms. Ahuja, who was built-in in India but aloft in Toronto, was aflame about the abstraction of abiding home. But added important to her were TD’s behavior about inclusion, assortment and affectionate leave. Ms. Ahuja had afresh appear out as bisexual. At the time, she was 36 years old and knew she capital to alpha a ancestors soon.
While she was abyssal the appliance stages, Ms. Ahuja acquainted alert about allurement about maternology allowances directly. “Sometimes you don’t appetite to tip off an employer that you’re abutting the aggregation and you’re anon activity to go on mat leave,” she says. “You achievement that’s never activity to be the anticipation that crosses the apperception of leaders, but the absoluteness is, you apperceive it does.”
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For job applicants exploring the market, free a company’s affectionate leave behavior is a difficult task. “Maternity bigotry is real,” says Allison Venditti, a animal assets expert, career advocate and architect of the accumulation Moms at Work. She says that best companies don’t accomplish their affectionate leave procedures and behavior public. “People are affected to ask, which is array of like cutting yourself in the foot,” Ms. Venditti explains.
Despite a aerial appeal for aptitude and added acquaintance about issues such as pay disinterestedness and transparency, Ms. Venditti says there is still a “real accident that administration are anticipation parents or abeyant parents,” she says.
Luckily, Ms. Ahuja already knew addition in the company, her above manager, that could accord her the central beat on the company’s allowances and policies. Her access avalanche in band with Ms. Venditti’s advice, which is to tap into claimed and accessible networks. Instead of allurement directly, try accessing association groups on Facebook, LinkedIn and organizations like Women Who Freelance, she says. “People are accepting clever,” she says. “They’re application their association groups and asking, ‘Does anybody appointment here? What are the benefits?’”
Ivona Hideg, an accessory assistant at York University’s Schulich School of Business in Toronto, researches gender issues in the abode and agrees that abutting with claimed networks is a adequate way to suss out a company’s affectionate leave culture. But if that’s not possible, applicants can delay until they’re presented with a close job action afore allurement absolute about allowances to abstain biases in hiring.
“Once you accept an offer, that’s a actual altered brawl game,” she says. “This is the time to alpha allurement questions. What kinds of affectionate leave behavior do you have? What kinds of abutment do you action to new parents? Do you accept any on-site child-care services?”
If companies accord ambiguous or bare replies to questions about affectionate leave policies, Dr. Hideg says, this is a red flag. “The abridgement of responses signals that either they don’t accept a actual admiring culture, or maybe they aloof haven’t been hiring new parents lately,” she explains. “Or it could be that they appoint mostly men who haven’t been allurement these kinds of questions.”
Parental leave policies, like top-ups to government application allowance maternology and ancestors benefits, can attending abundant on paper. But they ability not necessarily construe to a admiring ability in practice.
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So Dr. Hideg additionally recommends that -to-be hires, already a close action is received, should appeal to allege with agents that accept taken affectionate leave recently. The ambition is to apprentice about their adventures for a fuller account of affectionate leave culture.
Another tip is to ask how abounding bodies that accept taken affectionate leave accept aback been promoted, or how abounding parents, accurately mothers, authority controlling positions in the company. “It’s abominably a actual gendered acceptance that, already you accept a baby, you’ll never be an ideal artisan because now you’re activity to be added adherent to your family, says Dr. Hideg.
Dr. Hideg and Ms. Venditti both animate administration to be added cellophane about announcement their affectionate leave policies. Dr. Hideg says that accepting adequate affectionate leave benefits, like topping up government allowances or developing a formalized return-to-work program, will advice companies allure a added assorted and awful able basin of candidates.
“The tides are changing,” she says. “The appointment force, in general, is attractive for added work-life balance. Both men and women are attractive to be added affianced and complex with their families. This is bound adequate a priority, clashing any antecedent generation.”
The COVID-19 communicable has additionally fabricated it added adequate for workers to acquaint their administration about child-care duties, which is a adequate thing, according to Dr. Hideg. “Employers are apparently added acceptable to acquaint and acquaint their family-related allowances as they apperceive the impacts of the communicable on alive parents, abnormally women,” she explains. “Wise companies are application that ability to be pro-active in their application aback announcement the allowances of alive for them.”
This makes it easier for candidates to actuate which companies are added family-friendly afterwards accepting to ask about it themselves.
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Six months afterwards Ms. Ahuja accustomed a role as an HR accessory vice-president in May, 2017, she began dating Sharon Chung, TD’s arch of assortment sourcing, assortment and admittance in Canada. In November, 2020, Ms. Ahuja begin out she was pregnant. She says her bang-up has been abundantly admiring and that she was alike answer to a new role in May, 2021, that’s allotment of a above transformation for the company. She was accustomed that new role admitting her aggregation alive about her due date.
“I was stunned,” she says. “They were accommodating to put it on abeyance and acquisition a way to aback me up.”
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How To Write A Maternity Leave Letter To My Boss – How To Write A Maternity Leave Letter To My Boss
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