Written in collaboration with Shine, a professional bank account account for businesses and independent professionals.
What is at stake?
A parenting policy naturally formalizes parental leave, especially the second parent's leave. However, it can also be more comprehensive, addressing all aspects of parenthood (assisted reproductive technology, adoption, miscarriage, pregnancy announcements, schedule adjustments for young parents, etc.).
The concept of parenthood as understood at Shine begins at the desire to become a parent and encompasses all stages and paths: assisted reproductive technology, pregnancy, adoption, birth, welcoming the child, balancing professional life with parenting duties, and so on.
Why is it important?
Parenthood is a significant issue in the professional lives of employees, particularly women, who often perceive and experience it as a hindrance to their careers, according to an INSEE study. In the startup ecosystem, parenthood is a reality that must be addressed, given the average age of entrepreneurs and their teams.
Implementing a parenting policy means:
➡️ Creating an environment of transparency conducive to a better understanding of the challenges related to parenthood in the professional setting
➡️ Promoting gender equality in the distribution of paid work and of childcare responsibilities between men and women;
➡️ Standing out for potential recruits;
➡️ Acting as a model that can inspire other stakeholders to evolve their practices related to parenthood.
In line with our values and commitments, we have developed a parenthood policy to ensure that:
- we encompass parenthood in its broadest sense,
- we safeguard the confidentiality of our employees,
- parents, future or potential parents are treated equally and that their parenthood does not in any way hinder their professional advancement,
- parents, future or potential parents are supported in balancing their professional and personal lives.
Nicolas Reboud - CEO de Shine
Three key steps to take
1️⃣ Implement extended parental leave / Sign the ParentalAct
The ParentalAct brings together companies that commit to provinding for 1 month’s fully-paid leave for the second parent.
2️⃣ Draw inspiration from best practices already established in some startups and companies
- 📣 Examples of measures implemented at Shine:
- An annual gross salary increase of €2,500 per dependent person
- An 8 weeks leave for the second-parent (without tenure or status conditions)
- 100% salary continuation throughout the leave period (without tenure or status conditions)
- Allowing the second parent to accompany their partner to all appointments related to assisted reproductive technology (ART) and/or pregnancy monitoring
- 3 days of leave to tend to a sick child per year
- 2 days of paid leave in the case of a miscarriage (SYNTEC provision)
- For employees engaged in an adoption process: 5 paid absences to attend mandatory appointments related to the approval request
- A "re-onboarding" program for returning to work after a long absence, flexible hours, and half-day of paid leave per week during the first month back following a period of leave.
3️⃣ Communicate the policy internally and externally
- Create a parenthood toolkit or guide that includes legal information and the startup's commitments related to parenthood.
- Explain the parenthood policy during the hiring process.
- Share commitments with other stakeholders in the ecosystem to co-build.
📚 Resources and further reading
⚖️ Reminder of regulations regarding second-parent leave
📖 The Parental Challenge Guide and Charter
📖 Paternity Leave: These startups that have taken the lead (Maddyness, 2021)
📊 Study of Paternity and Parental Leave (EDHEC, 2022)
📚 Judith Aquien's book "Three Months in Silence”
✍️ They contributed to the creation of this document
Shine, a professional online bank account for businesses and independent individuals.
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