Article

Best employee benefits: Policies and perks that truly impact women’s careers

Best employee benefits: Policies and perks that truly impact women’s careers

WORK180
WORK180Jan 27, 2021

WORK180 Endorsed Employers challenged the stereotypical ideas about women’s needs in the workplace, implementing and upgrading impactful benefits and policies that truly support women’s careers.

Join us in celebrating their efforts and help us to spread the word to encourage other employers to speed up the change.

ThePowerFlip_WORK180Campaign_EndorsedEmployersBenefits_InfographicAU_Jan21

Explore each section using our shortcuts:

Parental Leave and support | Stillbirth support | Gender, Diversity and Inclusion | Superannuation contributions | Flexible work | Domestic and Family Violence | Crisis / COVID-19 leave | Mental Health and wellbeing


What has evolved?

ThePowerFlip_BestEmployeeBenefits_ParentalLeaveandSupport_WORK180_Jan21

No longer is maternity leave or parental leave identified based on gender. Families come in all forms and the nomenclature is finally catching up. Some companies have also gone the extra mile towards creating gender neutral policies, ensuring parental leave covers families who adopt, foster or assume legal guardianship whilst also offering equal parental leave for all types of carers.

Zurich

  • Increased PPL for primary carers from 12 weeks to 16 weeks.
  • Increased PPL for secondary carers from 2 weeks to 6 weeks.
  • Removed waiting period to access PPL (from 12 months to 0 months).

WesTrac

  • Increased PPL for primary carers from a 6 week top up payment to 10 weeks.
  • Implemented PPL from 0 to 1 week for the non-primary carer.

Lion

  • Extended PPL to both parents able to take 12 weeks as the primary carer any time during the first 2 years after a child’s birth. Previously, the benefit was for the primary carer at the time of birth only.
  • Increased secondary carers leave from 2 weeks to 3 weeks (and can access a combination of the secondary carer leave and primary carer leave for a total of 12 weeks in the first 2 years of child’s birth).
  • Removed waiting period to access PPL (from 12 months to 0 months).
  • Added further support to include adoption, surrogates and surrogacy, permanent placement of foster child, stillbirth and rainbow families.

Liberty

  • Added foster and surrogacy to PPL. This includes 13 weeks full-time paid leave and up to 52 weeks leave with continual accrual of annual and long service leave, paid superannuation and company benefits.
  • Surrogacy parents are now entitled to 5 days of paid leave plus 2 days unpaid pre-surrogacy leave to attend relevant interviews or examinations.
  • Increased secondary paid carers leave to 3 weeks.

Hatch

  • Extended PPL to all permanent employees regardless of their role, gender, individual or cultural differences.
  • Extended PPL to both the primary and secondary carer.
  • Now PPL offered without a minimum waiting period.
  • PPL as primary carer can be accessed flexibly, incorporating both normal work and parental leave in the one week to better reflect the situations of many families.
  • Added foster care arrangements (of a child under school age) to birth, adoption or a child born of a surrogacy arrangement.

Since our policy changes to Parental Leave, there has been a 550% increase in men accessing parental leave as a primary carer year on year.

Alana-Jane Toniolo | Hatch

Splunk

  • Increased PPL from 1 week to 18 weeks.

Altis Consulting

  • Implemented a gender neutral PPL policy.
  • Increased PPL from 8 weeks to 14 weeks for primary carers.
  • Reduced waiting period to access to PPL from 12 months to 6 months.
  • Added PPL for secondary carers from 0 weeks to 3 weeks.

Anglo American

  • Increased PPL from 12 to 18 weeks for primary carers.

NAB

  • Removed waiting period to access PPL for both primary and secondary carer.

Motorola

  • Introduced Unlimited Fertility Leave available through personal leave.

TE Connectivity

  • Enhanced the Paid Parental Time Off Policy for US employees to allow for up to 10 weeks of paid leave for the birth of a child, adoption of a child, or placement of a foster child in the home.
  • Implemented an ease back to work program for US employees following the birth, adoption or placement of a foster child that will allow 64 hours of paid flexible transition time following return to work.
  • Introduced Family Care Benefits subsidised by the company, which offers US employees discounted backup child and eldercare options.

J.P. Morgan

  • Introduced a PPL for non-primary caregivers policy (previously named Paternity Leave) above the statutory 2 weeks paternity leave period.
  • Extended the PPL cover on adoption and surrogacy.
  • Increased the days of co-pay allocation to the existing back-up childcare arrangement in the UK.

Air Liquide

  • Boosted PPL to 12 weeks at full salary from the standard Statutory Maternity pay leave.

F5 Networks

  • Increased PPL for primary carers from 8 weeks to 16 weeks.
  • Increased PPL for secondary carers from 3 days to 3 weeks.

OZ Minerals

  • Reduced waiting period to access to PPL from 12 months to 6 months.
  • Increased secondary carers leave from 2 weeks to 4 weeks.

Melbourne Water

  • Excluded public holidays as days taken during PPL.
  • Offered an additional week of PPL for secondary carers.

Spirit Energy

  • Made changes to their parental policies.

What has evolved?

ThePowerFlip_BestEmployeeBenefits_StillbirthSupport_WORK180_Jan21

Recognising and providing support for employees who have experienced miscarriage, stillbirth and infant loss.

Zurich

  • Extended PPL to stillbirth (previously unavailable).

Lion

  • Added further PPL support to include stillbirth and rainbow families.

Alstom

  • Same parental leave benefits extended to employees who experienced the stillbirth of a child.

Liberty

  • Introduced Special Parental Leave in the event of miscarriage, stillbirth or infant death.

Altis Consulting

  • Extended PPL (previously unavailable) to stillbirth.

Anglo American

  • Included miscarriage and stillbirth in the PPL policy.

Motorola

  • Extended stillbirth support to 12 weeks of paid leave for mothers and 2 weeks for partners (from up to 4 weeks of personal leave if available and 8 weeks of unpaid leave).
  • Added 2 weeks (previously unavailable) of PPL for parents that experience miscarriage.

OZ Minerals

  • Extended PPL (previously unavailable) to employees who experience the stillbirth of a child.

What has evolved?

ThePowerFlip_BestEmployeeBenefits_GenderDiversityandInclusion_WORK180_Jan21

Global workplace trends and policies now better reflect the value of diversity. Recognising and supporting the individual's situations extends beyond just parental leave.

Melbourne Water

  • Increased the range of PPE styles and options available to employees, including shirts and pants specifically designed for women’s bodies. Operational work wear has traditionally been created for men, often resulting in ill-fitting uniforms for women.

Liberty

  • Introduced a Gender Affirmation Policy for staff seeking to affirm their gender, providing access to flexible working arrangements and up to 10 days paid special leave in addition to their annual and personal leave.
  • Framed gender affirmation plans and process templates to help provide a safe and supported affirmation.
  • Established LGBTQI+ Support Officers and Grievance Process policy.
  • Developed a company wide Diversity and Inclusion Learning Plan focussed on education and awareness across key diversity areas (gender, LGBTQI+, Aboriginal and Torres Strait Islander people, Culture, Age and Disability) via a range of learning methods including face to face facilitation, workshops, online modules and educational resources.
  • Launched a company wide online Diversity and Inclusion training program to support the efforts in creating a workplace where everyone can feel free, comfortable and safe to be who they are.
  • Provided all team members with a Diversity Council of Australia membership which granted access to a range of events, webinars, podcasts, research and resources.

Telegraph Media Group

  • Monitored gender data throughout the recruitment process and have achieved a 50/50 gender split at shortlisting across TMG as a whole.
  • Implemented tracking of all protected characteristics throughout the recruitment process.

What has evolved?

ThePowerFlipAU_BestEmployeeBenefits_SuperannuationContributions_WORK180_Jan21

As women typically take longer career breaks than men because of caring responsibilities, earn less, live longer and are not often considered for promotions, they retire with almost half the money than men workers. Some companies are taking significant steps in reducing the retirement savings 'super’ gap.

Zurich

  • Introduced Superannuation contributions on unpaid leave for primary carers.

Hatch

  • Offered additional Superannuation contributions on unpaid parental leave.

WorkCover

  • Provided the continuation of Superannuation payments while on PPL.

Altis Consulting

  • Introduced Superannuation payments (up to 26 weeks) whilst on unpaid parental leave.

OZ Minerals

  • Implemented Superannuation contributions for unpaid primary carers of up to 12 months.

Want to know more about the retirement pay gap?

Listen to our podcast episode with Sangeeta Venkatesan founder of FairVine Super.


What has evolved?

ThePowerFlip_BestEmployeeBenefits_FlexibleWork_WORK180_Jan21

In response to the workplace needs that emerged, flexibility is now part of the conversation not only for parents but for any employee. Flexibility is not a one size fits all approach. That’s why progressive employers such as TE Connectivity are introducing guidelines, not policies, "to allow managers and employees to work together to determine what type of arrangement works best in each situation."

WesTrac

  • Increased team members' participation in flexible work arrangements by 20% in NSW, allowing them the ability to work from home or amend start/end time.

Lion

  • Implemented a program “work 50% from the office and 50% from home” where possible.
  • Established meetings no longer than 50 mins (with 10 min break) to a maximum of 2 hours at any time.
  • Introduced “meetingless day” per week where possible.

TE Connectivity

  • Implemented a global workplace flexibility guidelines to help employees balance work and life outside work.
  • Included programs as schedule flexibility, flexible Fridays, and dress for your day, at sites in China, Germany, India, Japan, Mexico, and the U.S.

OZ Minerals

  • Offered unpaid cultural leave for people to attend cultural or religious events.
  • Implemented the ability to swap holidays for non-rostered employees (able to use for other religious or cultural events).
  • Added the option to purchase extra annual leave.
  • Introduced Work-life plans to test the traditional assumption within the mining sector that all Fly In Fly Out roles need to be exclusively based on-site, in a remote location and aligned with fixed rosters.

Melbourne Water

  • Established greater flexibility in how employees choose to take their leave. To support employees’ cultural and religious diversity, they may substitute a public holiday such as Good Friday or Australia Day, for another date of religious or cultural significance.

WORK180

  • Introduced a nine-day fortnight to ensure everyone had the time they need to cope with the potential increase in domestic and mental pressures caused by the pandemic.

What has evolved?

ThePowerFlip_BestEmployeeBenefits_DomesticandFamilyViolence_WORK180_Jan21

Organisations are increasingly putting the safety and wellbeing of staff at the forefront, formalising these efforts (78% of WORK180’s Australian Endorsed Employers have a policy).

Lion

  • Added as a standalone policy.
  • Uncapped number of days Personal and Carers Leave for employees experiencing family or domestic violence.
  • Support access to external experts and creation of a safety plan.

Liberty

  • Up to five days of paid leave experiencing family or domestic violence.
  • Minimum of two days of compassionate leave for staff who are unsafe and in need of support.

Energy Safe Victoria

  • Implemented a Domestic and Family Violence policy.

Alstom

  • Introduced a Domestic and Family Violence policy.

Vaultex

  • Developed a Domestic Violence policy.

Reward Gateway

  • Launched a global Domestic Violence Protection Programme.
  • Included Proactive Victim Protection - 10 additional fully paid leave for employees to leave the abusive environment and seek refuge.
  • Provided financial support for legal action against the perpetrator.
  • Established support to report via a central hub on the intranet sharing links to support agencies.

OZ Minerals

  • Added Paid Emergency Leave of up to 2 weeks to support challenging circumstances such as domestic violence or natural disasters.

Need more information?

Watch the experts from MATE discuss ways of supporting employees in WORK180’s domestic violence webinar or read our most recent guide.


What has evolved?

ThePowerFlip_BestEmployeeBenefits_CrisisCovid19Leave_WORK180_Jan21

COVID-19 meant the implementation of brand new policies designed to help employees deal with the new ways of working and a multitude of additional pressures.

TransGrid

  • Paid leave is provided at discretion when employees are not able to perform their duties and existing leave provisions do not apply.

OZ Minerals

  • COVID-19 leave to extend personal leave provisions for all employees. If personal leave/carers leave is depleted, employees can access an additional 14 calendar days’ paid leave should they fall ill with COVID-19, have to isolate for a period of time or undertake caring responsibilities in relation to COVID-19.

Melbourne Water

  • Added additional paid compassionate leave.

What has evolved?

ThePowerFlip_BestEmployeeBenefits_MentalHealthandWellbeing_WORK180_Jan21

It seems the majority of employers no longer need convincing of the business benefits of happy and healthy employees, they also understand that behind every policy and initiative implemented is real people impacted by.

Programmed

  • Programmed Get Connected - (Anti-Social Club). All internal salaried employees can access the platform. Currently has a General Chat space, Parents Portal and Wellbeing Portal. Coming soon - PRIDE social chat space.

Vaultex

  • Launched VaulteXtra, a brand new Wellbeing Centre with online tools to support physical, mental, financial and nutritional wellbeing.

Transport for Greater Manchester

  • Implemented an Employee Assistance Programme (EAP).
  • Offered counselling and useful resources around finance and legal information, diet, fitness and lifestyle and mental health.

Reward Gateway

  • Introduced a Menopause Support policy.

Melbourne Water

  • Provided support through a number of programs and virtual workshops on mental health and wellbeing. These included: Combatting the Loneliness of Lockdown, Eating Well during Lockdown, Navigating Relationships in Lockdown and Supporting Kids’ Learning during Lockdown.
  • Offered physical health through virtual gym sessions and discounts on footwear and clothing for sports.
  • Over 1200 care packs with hand sanitiser, masks, safety glasses, food packages and seeds were hand delivered to all employees.

Telegraph Media Group

  • Removed the cap on outpatient treatment via their Healthcare Scheme, which is a significant improvement to the benefit.
  • Introduced wellbeing programs, including virtual meditation sessions, virtual yoga classes and sponsored a virtual summit for professional women.

Spirit Energy

  • Launched their Menopause info sheet. This has been compiled with a diverse panel of both women & men and includes tips for management on how to support, as well as information about the male menopause.

Excited about the future

WORK180 Endorsed Employers are at different stages of their equality journey, but all committed and continuously driving positive change. We are truly excited about the future!

A key focus in 2021 will be to leverage learnings from the way we’ve worked during 2020, to embed the good things that have come out of the flexibility required to operate through the pandemic. We’re looking at how we adapt our ways of working for the long term and making sure these changes apply equitably to all employees.

Julie Moss | TransGrid


Are you a jobseeker? Compare employers to find the perfect fit

WORK180 even makes it easy for you to compare the offerings of several companies at once! Simply select three employers and then click the ‘Compare Benefits' Button. To give it a go, head to the Endorsed Employer page.

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About the author

WORK180

WORK180

WORK180 is an international jobs network that connects smart businesses with talented women. We pre-screen every employer on our jobs board to see where they stand on pay equity, flexible working, paid parental leave, equal opportunities and a range of other criteria. We also take into account diversity initiatives focusing on age, ability, ethnicity and sexual orientation.

The information we uncover is made public on our website, so that everyone knows what to expect from each employer before applying for a job. We continually review and evolve our pre-screening criteria to ensure workplaces are fair and equal for everyone.


To help women find a workplace that will work for them, we prescreen employers on flexible working, pay equity, paid parental leave, and more. Find your next role on the WORK180 job board.