Implementing a PFML policy signals your corporate values, both to employees and to the market. This creates goodwill among employees across diverse groups and can elevate your company's reputation and brand with the public.

Step 1. Get the Facts

When announcing PFML benefits, companies demonstrate a commitment to their values - to employees and the broader public.

"At Johnson & Johnson, we are firmly committed to living Our Credo. A key tenet of this is to respect the dignity of our employees, foster a workplace culture of health and provide equal opportunity for everyone.... To that end, we are thrilled about the announcement we made this morning: a significant upgrade to our parental leave policy in the US." - Johnson & Johnson

"Fostering an inclusive workplace means valuing all parents – no matter their gender or sexual orientation ... We think the most successful way to structure benefits to help working families is to make them gender neutral and encourage both moms and dads to play an active role in their family lives." - Coca-Cola

Step 2. Take Action

  • Review your corporate values statement to determine which values PFML supports. For instance:
    • Employees / families / communities: Your company values its employees' well-being and personal lives, supporting better health for infants, mothers, and other family members, as well as financial security.
    • Equality, inclusion, and diversity: Your company values gender equality and diversity in the workforce and supports co-parenting
    • Social responsibility:  Your company encourages employees to care for themselves and their families during pivotal life moments, and provides the financial security while they do so.
  • Review your company's focus and advertising/marketing messages. Could these also be supported by implementing paid family & medical leave?

For more information on how PFML can support company values, missions, and marketing, revisit "Why Does it Matter?"