Recently, a 500 colleague posted this on social media:
“Diversity and equality is NOT about women who succeed because they sacrifice everything else so they “have nothing else to do but work”. It’s about EVERYONE stepping up to the plate and pitching in. So we as a society don’t ever have to choose life OR work, but rather being able to do both well.”
This colleague isn’t a parent, nor is he planning to have kids anytime soon. Yet he still felt adamantly about the importance of gender parity and acknowledging that it’s everyone’s responsibility.
Breaking down barriers is tough. Many companies make the mistake of dismissing diversity early on, only to realize later how foundational it is to their success or failure. Unfortunately, there is no silver bullet that makes a company diverse. In order to have a meaningful impact, companies should value diversity and inclusion from Day One. This applies to how they design their parental leave policy.
At 500, our policy is 12 weeks of fully paid leave for all parents in the U.S. Parents can choose to take this leave consecutively, or spread it out through the first 12 months after birth. Despite the fact that only 21% of the 500 team are parents, we know that may change. In fact, in 2017 alone, there will be 8 babies born on the 500 team. We feel strongly about supporting our team and making sure they have time to recover, bond with their families, and find their bearings as they get used to a new normal. Given how crazy this period can be, we also feel that making that time fully paid is important. The last thing new parents need to worry about is whether money is coming in the door. The sad reality is that in the U.S., only 13% of workers have access to paid parental leave, and the U.S. trails 41 other nations in not mandating paid leave.
Admittedly, we’re aware that our parental leave policy may pale in comparison to other companies or even national leave policies worldwide. As 500 grows, we aim to keep improving upon our parental leave policy as well as all of our company offerings. Also, given that we’re a global team spanning 23 countries, we’re working hard to be mindful of different standards in each market and balancing that with 500’s core values.
We also feel that it’s important to acknowledge the fact that many men and women share in childcare responsibilities. Especially in this day and age, where nearly 50% of women are the breadwinners, and there exist many different kinds of parents and parental relationships — two moms, two dads, single parents, co-parents, and so on. At the end of the day, regardless of one’s orientation or identification or relationship status, parents are parents. And that was the motivation for making it 12 weeks across the board, rather than separating maternity vs. paternity.
There’s a good amount of research out there that shows generous parental leave policies have a significant positive impact on employee retention and morale. While some companies (particularly startups) worry that the added costs are detrimental, the reality is that such costs pale in comparison to losing talent outright. Moreover, it’s an excellent way to attract great talent. People want to join teams where they’ll feel supported. For parents, that means not having to “hide” the fact that they are parents or worry about being judged for doing what they need to do for their kids.
The boys enjoying La Jolla Beach
Truth? When I was pregnant (both times), I experienced a lot of anxiety about how it would impact me professionally. I worried about being hit with the Motherhood Penalty, how my colleagues would perceive me, how others in VC would perceive me, how I’d juggle running 500 with raising kids. I remember cringing when people would ask me whether I’d be returning to 500 after I gave birth. The first few months postpartum were incredibly challenging, and it took awhile before I felt like myself again. While everyone’s experience is different, my own experience certainly was instrumental in shaping 500’s parental leave policy. I didn’t want others to feel as anxious as I did, nor did I ever want them to worry that they’d be treated differently at 500. That isn’t the kind of culture we want to build.
Restroom signage at the 500 offices in SF and Mountain View
It was important to us to create a parental leave policy that echoed our core values. Diversity and inclusion is not just an attractive tagline for marketing purposes. It is evident in everything we do — our team, our portfolio investments, our parental leave policy, our office restroom signage (see above photo). We work hard and attempt to do the impossible, yet we respect the fact that we’re all human and are constantly juggling our professional and personal lives. We’re committed to creating an inclusive environment where talented people are empowered to do amazing things, yet don’t feel torn about having to choose between work and life.
Like one of our EIRs delivering a fireside chat while feeding his 5 week-old son.
500 EIR Chris Neumann’s baby bottle of choice is Lifefactory
Thanks to my 500 colleagues for their feedback on this post, particularly Elizabeth Yin, Dave McClure, Clayton Bryan, Kelsey Cullen, Monica Matison, & Chris Neumann. Special nod to Tim Chae for being that “500 colleague” I quoted.