In a competitive job market, employers are always looking for a leg up on the competition. So it’s no surprise that when Fortune and Great Place to Work release their annual list of the 100 Best Companies to Work For business leaders, people operations pros and job seekers all dive in with great interest.
One key takeaway from this year’s version of the list, now in its 21st year, is the emphasis on inclusiveness and maximizing human potential. Michael C. Bush and Sarah Lewis-Kulin, the CEO and vice president at Great Place to Work, explained they assessed “how well companies create a consistently positive experience for all employees, no matter who they are or what they do for the organization.” This new approach is in line with Great Place to Work framing diversity and leadership on social issues as more than simply the “right thing to do” – they’re strategic business moves.
Employees as Three-Dimensional People
Inherent to being a great place for all is the recognition that employees are three-dimensional people with lives outside of the office that affect their performance in it. True employers of choice understand this, and that’s why many recognized as “Best Companies” are maximizing human potential by taking care of employees’ families. Actively addressing work-life conflict helps employees stay present, productive and engaged – with peace of mind at home, they’re able to bring their best selves to work.
Here, we’ll take a look at the family-friendly benefits offered by the top 10 Best Companies to Work For in 2018.
- Salesforce
Earning the top spot on Fortune’s list for the first time, Salesforce has worked hard at creating a celebrated culture of “Ohana” (Hawaiian for “family”) for its employees. Family care benefits include generous parental leave policies (up to 26 paid weeks off for primary caregivers) and flexible family care options, including backup care, senior care support and referrals. - Wegman’s Food Markets
In addition to reimbursements for fertility treatments, lactation rooms and paid leave to care for a sick child or relative, Wegman’s has developed a CARE program that acknowledges and celebrates 10 milestones at work based on those “most families would celebrate at home.” - Ultimate Software
Employees report that Ultimate “still feels like a small business” despite all its growth. In addition to backup child care benefits, this HR software company offers parents $300 per child per year to help fund an extracurricular activity. - The Boston Consulting Group
Work-life balance remains a top priority at this global leader, where innovative programs include flexible working models, unlimited PTO, paid sabbaticals and backup child care. Diversity and inclusion support networks and localized events unique to individual offices, like family “staycations,” help give all employees of Boston Consulting Group a sense of belonging. - Edward Jones
Edward Jones tempers long hours with rewards that help employees relax and have fun – with family. Baseball game tickets and regular overnight family retreats give employees an opportunity for down time with those they love – on the company dime. New mothers can take up to 120 paid days off for maternity leave. - Kimpton Hotels & Resorts
Employees note there’s “a culture of inclusiveness and level of acceptance at Kimpton like none other.” In addition to backup care for children and adults, Kimpton cares for employees’ four-legged family members, too, offering paid pet bereavement leave. - Workday
Believing in inclusiveness, Workday offers solutions for the full spectrum of employee’s family-related needs including child care, senior care, pet care and housekeeping. Discounted backup care for children and adults, and an array of on-site perks make for a well-rounded program. - Genentech
A robust program that includes backup child care, flexible schedules and fertility benefits have helped Genetech establish impressive progress toward gender parity. While rates of women in leadership roles typically lag behind in STEM organizations, more than 46 percent of Genentech’s frontline managerial roles are held by women. - Hyatt
As one employee put it, Hyatt has created a culture “where coming to work feels like visiting family and taking care of friends.” Benefits include a “compassionate leave” policy that allows for up to 5 days off in paid bereavement time for the loss of anyone meaningful in an employee’s life (not just family). Lactation rooms and paid paternity leave help round out their family care programs. - Kimley-Horn
An 11-time “best company to work for,” Kimley-Horn offers whole family care benefits, including backup care for children and adults, as well as pet care benefits and tutoring assistance. Their focus on flexibility is reinforced by their universally standard work week: 4 full days and a half day on Friday for all.
Moving the Needle
While the benefits, policies and perks vary, two things are clear: 1) Companies that demonstrate how much they value their employees are valued in return; and 2) family care benefits are proven to reduce absenteeism and turnover, while improving organizational health and talent acquisition. As Fortune points out, being a “Great Place for All” is more than a badge. The elements that make you a great place to work also add up to faster growth and stronger returns than the competition.
Family care benefits are not exclusive to list makers like these. Through corporate benefit offerings, businesses across all sectors around the country are beginning to invest in care benefits – from tech companies on the coasts to truck stops in America’s Heartland. Technology combined with an expanded universe of child care options are creating possibilities beyond brick-and-mortar child care centers, allowing for improved benefits equality across all industries.
With so much uncertainty in the world, our best and brightest are looking for employers who will step up to the plate with meaningful benefits that maximize human potential. Looking out at a landscape of near full employment where public policies that help workers meet their care needs are scarce, it’s clear that investing in talent also means investing in the families of the valuable employees you hope to attract and retain.
| Scott Healy has held numerous senior management roles within Care.com over the course of the Company’s history. As EVP and GM of Global B2B & HomePay, Scott is responsible for the Company’s worldwide Care@Work enterprise business; Care.com HomePay, the leader in household payroll and tax services; and Marketing and Recruiting solutions for companies in the care industry.
Care.com offers customized benefits packages through their Care@Work enterprise business, offering an array of services such as in-home adult backup care, for when normal care plans fall through, and senior care planning, guiding employees through care crises and creating a customized plan for adult loved ones. |