USA 
United Kingdom
With ongoing global headlines about the push for more equitable parental leave, it’s important to recognise that fathers are increasingly playing a more active role in childcare from the very beginning. Yet, policies supporting this involvement through paid parental leave vary greatly around the globe.
In the US, paid paternity leave is becoming more common, but the average amount given by companies is 17 days. In Singapore, new fathers are entitled to four weeks, and in the UK, Czech Republic, and India, most new fathers are eligible for up to two. In Israel and the Netherlands, that number decreases to one week.
There’s no reason to follow the norms! Today’s talent deserves – and often demands – more. By advocating for policies that allow all new parents to take paid parental leave, and creating a culture where men are not only encouraged to take it but expected to, will help families get a strong start. Here are just a few reasons to consider adopting a gender-neutral paid parental leave at your organisation.
Why is more parental leave better for gender equality?
As we continue to fight for equality in the workplace, it’s critical to fight for equality in the home.
Traditionally, birthing parents, primary caregivers, and women have been given more parental leave. Multiply months of absence by two to three children, and it’s easy to see how a policy based on birthing status can contribute to inequality in the workplace. Being out of work for extended periods of time can make it difficult for women to make up for lost time on their career journey.
The more parental leave fathers take, the more likely mothers are to return to work earlier and the more likely couples are to establish equity as caregivers in the early days when a child enters the family through birth, adoption, surrogacy, or foster care. When all parents are supported to balance the demands of work and family, it helps to close the gender gap.
Remember, people come first
Whether someone is a first-time parent or welcoming their third child, adding to a family is a life-changing experience for both parents. We want our people to take the time to acclimate, enjoy, and celebrate their growing families.
Those first few months are precious—and hard. Allowing parents to fully focus on their family gives families a stronger start. Knowing the importance of family support, at SentinelOne, we’ve included grandparents in the policy, offering five days of Grandparent Leave when a new grandchild is welcomed into the family.
SentinelOne’s global gender-neutral parental leave policy offers all eligible employees a minimum of 16 weeks of paid leave – regardless of birthing status, sexual orientation, or caregiving role
Family dynamics significantly impact health in both positive and negative ways. Having a close-knit and supportive family provides emotional support, improves economic wellbeing, and increases overall health.
Encouraging employees to prioritise their wellness and their family life is a way to show them how valued they are for their contributions. As a bonus, a robust parental leave benefit is great for recruitment, retention, and rewarding amazing people.
SentinelOne’s global gender-neutral parental leave policy
Cultural norms are evolving and policies, programmes, and practices must continue to evolve to meet the need. Having a gender-neutral policy without asking parents to declare primary or secondary caregiving status before their child is even born is a step towards recognising the contributions of both parents. Families come in all shapes and sizes, and we want to celebrate the critical role that all parents play in the lives of their children.
SentinelOne’s global gender-neutral parental leave policy offers all eligible employees a minimum of 16 weeks of paid leave, regardless of birthing status, sexual orientation, or caregiving role.
As a benefit for non-birthing parents as well, it broadens inclusivity in the modern workplace and aligns with how family structures are evolving. We’ve also added two weeks of flexible working upon return to make the transition back to work a little easier.
Since launching the programme in April of 2022, we have had over 200 fathers enjoy the benefit. Flavien Vivier, Senior Sales Engineer working in Paris, France, recently shared his appreciation via email. “This policy is a testament to promoting gender equity where men and women have the opportunity to balance their professional aspirations with their personal responsibilities. Uninterrupted time with my children has strengthened our bond and allowed me to return to work feeling refreshed, energised, and even more committed to my role at SentinelOne.”
Creating a gender-neutral parental leave programme is hugely beneficial to retaining and attracting top talent. It sends a strong signal that a company is committed to equity in the workplace. It also builds gender equity at home. Allowing new parents to pause on the professional and focus on their family has a ripple effect of good outcomes in the workplace—and the world.
How remote work drives gender equity
There’s no denying the changes we’ve seen in the workplace as a result of the COVID-19 pandemic. We’ve discovered new and wonderful ways of working to drive efficiency in running both our businesses and our households. Some working from home have found great pleasure in trading long commutes for school drop-off. Some might not return to a “traditional” office location. Most are now able to enjoy increased flexibility as they work towards a better work/life blend.
Gender-neutral parental leave allows an equitable division of labor early on, and flexibility where the workday happens will hopefully allow that equity to continue long after someone returns to “work,” wherever that may be!
Having 16 weeks to welcome a new child into the family allows fathers to establish caregiving routines with their new additions while maintaining the ones they have come to enjoy with their older children. Gender-neutral parental leave allows an equitable division of labor early on, and flexibility as to where the workday happens will hopefully allow that equity to continue long after someone returns to “work” - wherever that may be!
Success starts with our people
At SentinelOne, as we work to make the world a more secure place, we also are committed to making it more equitable and inclusive, both at work and at home. This is a critical step in the right direction, but it’s only the beginning. We will continue to work on policies that align with our cultural values and care for our greatest asset: our people.
Our success starts with our people, who do amazing things every day. Making our company a great place to work means ensuring all Sentinels can prioritize their lives outside of work, including caring for their families. We encourage other companies to make similar commitments to create workplaces where everyone can thrive, both professionally and personally.
