the 500 largest U.S. companies. Companies particularly lack transparency on policy details, including eligibility requirements and the length of paid leave offered to both primary and secondary parents., 83% said they would be more likely to join a company if it offered paid parental leave, and 38% would consider moving to another country with better parental leave policies.
Cookler started her investigation where prospective employees may look first: company websites. “Only 51% of the 500 largest U.S. public companies confirm on their public website if they provide paid parental leave,” Cookler discovered. “Even fewer provide details of their paid parental leave policy on their website.”
Information was particularly sparse among the largest 500 companies on eligibility requirements. For example, some parental leave policies draw lines between salaried and hourly employees, full-time and part-time employees, or others. Some policies are available to new hires, while other companies require a service period before accessing leave benefits.
A prior study found a similar lack of transparency among the larger group of Russell 1000 companies. As of September 2022, only 60% of Russell 1000 companies disclosed a paid parental leave policy, according to a. Only 43% disclosed the specific number of weeks offered to primary caregivers, and even fewer disclosed details about leave offered for secondary parents.Cookler’s online database rates each of the 500 largest U.S.
The connection between transparency and quality also suggests that companies that do not readily disclose information about their parental leave policies may have less competitive plans. Job candidates who value paid parental leave might reasonably view a lack of transparency as a potential red flag about quality.
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