Lift IOWA readers like ‘unlimited’ leave for new parents
Two weeks ago, in a move that received mixed reactions from men and women alike, Netflix announced it would begin offering unlimited maternity or paternity leave to its employees for a year following their child’s birth or adoption.
A majority of Lift IOWA readers are applauding Netflix on the new policy, according to a survey we launched in last week’s newsletter, and think the move is a good idea. The survey, which we offered to both Lift and Business Record readers, garnered 114 responses.
Of those respondents, 70 percent said they believe Netflix’s unlimited parental leave policy is a good idea.
Here is a sampling of reasons provided by respondents supporting the new policy:
“With this investment in their employees, Netflix is showing them how much they are valued and respected. I wouldn’t be surprised to hear of an increase of productivity, loyalty and happiness on the job. Allowing individuals to take time to be with a child that first year means employees will be ready and able to do good work rather than exhausted or stressed about their child’s needs.”
– Naura Heiman Godar, architect, RDG Planning & Design
“The more time that parents get to spend with their newborns in that formative first year, the better. We are the only developed country in the world that does not guarantee this benefit.”
– Evan Herlocker, office director, HomeChoice Senior Care
“This policy is truly the example of trusting employees to do what is best for themselves, their children and their career. Flexibility is so key in today’s workplace, and allowing flexibility without the stress of lost pay would be a game-changer in many fields. I have to believe that new mothers often choose to give up a career and stay home because of lost pay or the thought of leaving their 6-week-old at daycare. Trusting new mothers to return at the time appropriate for their family can encourage more career dedication and focus, rather than killing it.”
– Sarah Olsem, senior software engineer, Rockwell Collins Inc.
“Vahini Vara in The New Yorker puts this into context: ‘…this is Silicon Valley, where extravagant benefits are the norm” and where “many of the best ones (employees) tend to want to start their own companies instead of working for others.’ This is a market-based decision and should not be mistaken for an approach that might be considered by all employers.”
– Susan Judkins, project developer, KJWW Engineering
Still, 30 percent of respondents were not convinced. Many said similar policies would lead to resentment among the employee’s colleagues, as well as create a gap in the company’s workforce due to the length of time allowed, forcing others to pick up their workload. Others said it discriminates against individuals without children.
Here is a sampling of those who think the new policy isn’t a good idea:
“It will definitely create resentment among those who don’t use the policy – i.e., “it’s so unfair, why can’t I use the same policy to take care of Mom, Dad, spouse, etc.” It opens the door for civil rights claims based on familial status discrimination. It’s costly for a company if a worker has to be temporarily replaced.”
– Anonymous, female, owner/president/CEO
“In my opinion, the only thing this will do is raise prices for Netflix. I think of my own company when I wonder how will they be able to plan and work around these absences. I would need to hire a replacement to make up for the loss.”
– Scott Turczynski, owner and president, Heartland Finishes Inc.
“Becoming a parent through traditional or other means is a choice — a responsibility for the rest of both parents’ lives. Those who decide not to have children would be left at work with their career responsibilities (and with) additional work to help defray the loss of the “working” parent. Although I agree that parental time off is a nice benefit, a full year seems inappropriate.”
– Anonymous, female, employee
“The world is run by those who show up”.
– Anonymous, male, owner/president/CEO
A little insight into the sample of individuals who took the survey:
- 17 percent of respondents owners, presidents or CEOs of their company; 13 percent executive-level managers, 32 percent middle managers, and 39 percent employees.
- 39 percent are age 30-39, followed by 17 percent who are 20-29 years of age.
- 70 percent of respondents were female, and 26 percent were male; the remaining 4 percent preferred not to identify their gender.
Trending News
