Table 2: Implementing policies and managing the process comprehensively and efficiently 1 2 3 4 5 Phase Starting off right Preparing for Staying connected Reintegration Career leave acceleration Standard Pregnant Leave and return Parents should feel Parents should be Career planning expectation employees should should be clearly connected to the able to pick up and development be able to continue planned, organisation during where they left off, opportunities made working appropriately setting leave and the while being able to available placing ‘business – as while expectations for encouragement to balance work and returning parents on usual’, having specific both employees and return should be family commitments same successful needs managers clear career trajectory as accommodated all other employees Mechanism Manager and Manager and Formal catch-up Highlight flexible Career planning; to support employee checklists employee dates that are not return options and sustainable flexible to facilitate a checklists; discuss cancelled; access to establish a formal program; removal of positive and in laptop and mobile; process for any unconscious or ‘staying touch’ productive expectations; plan inclusion in requesting and systemic bias conversation about expected return development granting flexible working during dates; ensure a reviews; business work requests; pregnancy; work quick turn around update newsletters support managers health and safety on paper work and to manage flexible checklist consistent follow up workers; return to work workshops and seminars; early childhood education and care services services;
Table 2: Implementing policies and managing the process comprehensively and efficiently Phase 1 2 3 4 5 Starting off right Preparing for leave Staying connected Reintegration Career acceleration Standard expectation Pregnant employees should be able to continue working ‘business as usual’, while having specific needs accommodated Leave and return should be clearly planned, appropriately setting expectations for both employees and managers Parents should feel connected to the organisation during leave and the encouragement to return should be clear Parents should be able to pick up where they left off, while being able to balance work and family commitments Career planning and development opportunities made available – placing returning parents on same successful career trajectory as all other employees Mechanism to support Manager and employee checklists to facilitate a positive and productive conversation about working during pregnancy; work health and safety checklist Manager and employee checklists; discuss ‘staying in touch’ expectations; plan expected return dates; ensure a quick turn around on paper work and consistent follow up Formal catch-up dates that are not cancelled; access to laptop and mobile; inclusion in development reviews; business update newsletters Highlight flexible return options and establish a formal process for requesting and granting flexible work requests; support managers to manage flexible workers; return to work workshops and seminars; early childhood education and care services services; Career planning; sustainable flexible program; removal of any unconscious or systemic bias
SWP_Report_2014.docx