n the past 12 months, the prediction about the end of gender pay gap has increased by 36 years, to 135.6 years. To mitigate and reverse this path of regression, announced by the World Economic Forum, reviewing parenting policies is just one of the best practices that companies should implement. Philip Morris International, Lush and Dashlane are some of the companies that are paying attention to this issue.
“In Portugal we see motherhood only as a problem and not as a stimulus [in a career]. I see motherhood as if it were an MBA or a volunteer program”, says Paula Costa, founder of Parents & Partners, which, with these projects, promotes parenting as an asset to companies.
“I have still been working a lot on raising awareness in what comes to benefits. And the second step is for companies to pay for these benefits”, says the also founder of YesMomYouCan, a project incubated by Impact Hub Lisbon that won third place in Coca-Cola’s “Bora Mulheres” ("Let's go, women") program.
Although in Portugal there is little data on the subject, B2Mamy, which trains and connects mothers to the tech and innovation market, and Fundação Getúlio Vargas (Institution Getúlio Vargas), in Brazil, concluded that 48% of professionals decide to leave the labour market 18 months after return to work after their maternity leave. And they only return to the market after two years. This break, experts argue, can delay the development of their careers.
Best practices
Lush has taken great strides towards a more inclusive culture. In Portugal, the cosmetics company recently announced the extension of maternity leave to 180 days. This means that if the mother opts for the 120-day leave, she will be entitled to 60 days paid at 100%. If she chooses the 150-day license, the remaining 30 days given by the company will also be paid at 100%.
Lush has taken great strides towards a more inclusive culture. In Portugal, the cosmetics company recently announced the extension of maternity leave to 180 days. This means that if the mother opts for the 120-day leave, she will be entitled to 60 days paid at 100%. If she chooses the 150-day license, the remaining 30 days given by the company will also be paid at 100%.
But there's more: during the entire maternity leave, Lush pays the 20% of the salary that is not covered by Social Security, so that during the entire period the mother always receives the total of her salary.
Dashlane revealed this month that its employees will be entitled to equivalent parental leave, regardless of gender. The announcement, made within the framework of International Women's Day, wants to break traditional gender barriers and promote career equality.
The company, that has an office in Portugal, will thus complement the provisions of Portuguese law. The parent or adopter who takes the secondary leave, traditionally attributed to the father – and which allows them to enjoy 20 days, with the option of an additional 30 days in the case of shared leave – can now enjoy a total of 140 days of leave. Thus, this becomes equivalent to the primary leave, traditionally granted to the mother, which varies between 120 and 150 days. During these four months, the salary will be awarded at 100%.
In the event that both parents/adopters work at Dashlane, the measure applies in the same way: both elements of the couple can enjoy the licenses described above.
“This is an extremely relevant measure, not only in the work context, but also in the social context. We are proud to take this step and be an example in a labour world that still promotes gender-based inequalities. With this measure, we allow both parents to experience the moment and be present equally, supporting each other in such an important event in their lives”, explains Mafalda Garcês, country leader & people director at Dashlane.
“This is an extremely relevant measure, not only in the work context, but also in the social context. We are proud to take this step and be an example in a labour world that still promotes gender-based inequalities. With this measure, we allow both parents to experience the moment and be present equally, supporting each other in such an important event in their lives”, explains Mafalda Garcês, country leader & people director at Dashlane.
“Invariably fulfilling the mother's role of primary caregiver, assuming most of the responsibilities after the birth/adoption of a child, is an idea of the past. We want to be in the present and thinking about the future. The well-being of our employees will always be our highest priority, and allowing them to balance their personal and professional lives is the guarantee that we will be continuously supporting them in this regard”, she adds.
Still in this field, Philip Morris International (PMI) started, from January 2021, to implement a more inclusive global parental leave. The goal is to help its employees – women and men – to be more present parents and able to balance their personal and professional lives.
“These new minimum leave principles provide primary care providers with a minimum of 18 weeks of fully paid parental leave and secondary care providers with a minimum of eight weeks of fully paid parental leave,” details Silke Muenster, chief inclusion & diversity officer at PMI, of which Tabaqueira is a subsidiary in Portugal, in statements to Pessoas (People).
For Paula Costa, the "birth kit" is something basic in 2022. “The breastfeeding room without a lavatory is pro-forma. Offer a follow-up session with a postpartum professional! Productivity and assiduity are behind the scenes. We can and should take care of them,” she warns.
