When we increased paid maternity leave to 18 from 12 weeks in 2007, the rate at which new moms left Google fell by 50%. (We also increased paternity leave to 12 weeks from seven, as we know that also has a positive effect on families and our business.) Mothers were able to take the time they needed to bond with their babies and return to their jobs feeling confident and ready. And it's much better for Google's bottom line--to avoid costly turnover, and to retain the valued expertise, skills and perspective of our employees who are mothers.
The U.S. was once a world leader in women's employment. But no more, as a lack of family-friendly policies may be taking its toll. While rates of employment for women have been rising in many other coutries, they have declined in the U.S., falling to 69 percent from 74 percent since the year 1999.
For employers in any sector of work, successfully motivating your employees is vital in terms of maintaining not only a workforce but also a healthy business. For everyone involved in the workspace this particular notion has been clear for a long time, though as traditional workplace paradigms begin to shift and the definition of what it means to be an employee in a modern work environment evolve, there are bound to be new motivation methods taking hold.
This shows how bewildering paid leave has become. The conventional way most people think of it -- established time off for vacation (which increases the longer someone works at one place), sick days and maybe a few personal days thrown in -- is changing. But with that shift, it's not always clear what employees are gaining and what they are losing.
The study reviews national law and practice on both maternity and paternity at work in 185 countries and territories including leave, benefits, employment protection, health protection, breastfeeding arrangements at work and childcare.