Study on non-legislative initiatives for companies to promote gender ...

Gender equality initiatives 109
• approx. 4 months before the intended re-entry, another check up talk is held to
clarify the details of re-entry;
• trainings can be taken during parental leave (many trainings are also offered on e-
learning basis) and the utilisation of the “education cheque” (Bildungsscheck) is
promoted;
• possibility to work some hours during the leave with flexible timing.
Women or men (in higher positions) who are taking parental leave can also attend the
so called OASE workshop, a 2 day information and networking event that is dealing
with their new role in the family and with how to balance job and family. Within this
workshop, and as a follow-up 6 months and 1 year later, also a professional and
individual supervision can be attended.
A specific return programme, to support all employees who wish to return to their
jobs after having spent time with their families is offered at Deutsche Post DHL AG.
Already during their absence, these employees are invited to participate in information
events and training sessions. Temporary assignments and fill-ins for employees who
are on vacation or ill are also possible. Upon return, a specific return seminar informs
employees about the company’s current direction. Once the employee is back in the
job, flexible working time arrangements and assistance in organising child care shall
ensure balance of professional and family live.
At Dell Inc. a so called “maternity toolkit”, which allows line-managers to understand
and communicate effectively with pregnant employees before and during their maternity
leave, has been developed. IKEA currently elaborates a “parental leave compass”
that follows a similar purpose but goes beyond the period of giving birth to a child and
addresses both genders. In nearly all companies specific tools to address the issue of
maternity protection and parental leave have been developed and implemented.
A large number of companies report to have implemented measures to ensure that
close contact is kept with their employees on parental leave. This may happen
rather informally (e. g. at IKEA) or in a well-defined and structured way (e. g. at Henkel
AG, Microsoft Inc., TUI AG or Siemens AG (Austria)).
When an IKEA employee expects a child, he/she is asked by his or her manager when
and for how long he/she intends to take parental leave; i.e. both men and women are
asked this question as the issue of raising a family is attributed to both genders
according to the corporate philosophy (and there actually are men at IKEA who are
taking parental leave). Men are also motivated to take parental leave at e. g.
Assecurazioni Generali s.p.A. or Stormberg AS.
There is a Father’s Workshop at Accenture (UK) Ltd.. Sessions are aimed at new and
expectant fathers; there they get an opportunity to gain first aid knowledge, hear first
hand from a maternity nurse on what to expect, learn what support is available to them
and share knowledge and experiences with others.