For many working moms, 9-5 is all business, but they’re putting in overtime keeping their families fed, happy and healthy. See how these five companies prioritize and support their working mothers!
What do working mothers mean to Appian?
At Appian, working mothers represent innovation. Becoming a working mother has given our leaders compassion and empathy to understand the needs of their colleagues. Similarly, mothers at all levels are encouraged to celebrate their identity, supporting the fabric of trust that makes Appian such a great place to work.
This is the culture we hope to create. Appian firmly believes that when employees are happier at home, they are happier at work. It is our responsibility to constantly ask, “how can we accommodate diversity, encourage quality family time, and build genuine connections.”
Can you tell us about any initiatives you have in place to support working moms?
One of the beauties of being a working mom at Appian is the flexibility to pursue different initiatives, concrete or otherwise. We allow our employees to set those guidelines for themselves, including adding child care responsibilities to your work calendar, framing your individual work hours to best support your family, and even inviting your tiny family members to contribute during work meetings.
For soon-to-be moms, Appian offers 16 full-paid weeks of maternity leave as well as access to maternity resources like postpartum depression support and in office wellness rooms. Our initiatives are built into how we operate as a corporate body and we’ve found that fostering transparency has been the best thing for our families.
What do working mothers mean to UKG?
We value working mothers at UKG just as we do every one of our 14,000+ U Krewers across the globe — they’re our family. Not only do we view them as family, but we also treat them like family through the various benefits and programs we provide to care for them at every stage of their lives and careers. That familial relationship extends to their children, who we like to call our Future U Krewers (we even send out care packages to new parents, with blankets, onesies, and other UKG-branded goodies for newborns), who we view as extended members of our UKG family, and whom we also support through our benefits.
U Krewer benefits include: fully paid maternity, paternity, and adoptive leave; financial assistance for those who adopt children; a surrogacy reimbursement benefit; 100% company-paid healthcare premiums (medical, dental, vision) for employees and their families, including coverage for IVF; a global scholarship program for UKG kids; a UKG Kids stipend for extra-curricular activities and a childcare assistance program; virtual summer and fall camps for kids (during the pandemic, to help working parents balance work and home-schooling); complimentary, 24/7 access to Tutor.com; unlimited paid time off, remote work, and flexible schedules; tuition reimbursement; student loan repayment assistance; and much more.
Our CEO Aron Ain often reinforces this family message, reminding U Krewers about the importance of being with family, by saying: “If your #1 priority is work, you have your priorities mixed up. Family should be your #1 priority.” Moreover, he’ll often say, “I care more about what you do than where you do it or when you do it,” and encourages U Krewers to take time off as needed — or even take breaks (including naps!) during the day to help avoid burnout.
Can you tell us about any initiatives you have in place to support working moms?
At UKG, we recognize working mothers — and all women — play a vital role at home, at work, and in our society. That’s why we don’t just have comprehensive benefits and programs in place to support our U Krewers, we’re also taking action to help women across the United States. We recently launched our UKG Close the Gap Initiative, a multimillion-dollar pay equity initiative to drive awareness and action to resolve pay disparities among men, women, and underrepresented groups that continue to significantly impact today’s workforce.
As part of that commitment, UKG is contributing $0.18 — the current gender wage gap — for every, single employee paid each year via a UKG payroll solution toward programs and organizations fighting for equal pay. UKG payroll solutions are used to pay over 15 million employees per year, meaning UKG is making a $3 million investment in the critical programs and initiatives that support the fight for pay equity, including philanthropic support of nonprofits, such as Grantmakers for Girls of Color, LeanIn.Org, Reboot Representation, and 9to5, that are focused on bringing greater access to education, career, opportunity, and pay equity to women, women of color, and other underrepresented groups. (Learn more at ukg.com/closethegap)
What do working mothers mean to Gainwell Technologies?
Gainwell is proud to say that we have more than 5,000 women who put their passion and talents to work to move healthcare forward. We are also proud of our work to ensure our nation’s most vulnerable women and children have equal access to quality healthcare through our work with the Women, Infants and Children (WIC) as well as Medicaid programs. At Gainwell, that’s how we aspire to help build a more just and equitable world.
Can you tell us about any initiatives you have in place to support working moms?
Gainwell is committed to helping women pursue careers in healthcare technology, and we have partnered with two organizations that empower and equip women, including working moms, for success.
We have teamed up with The Mom Project, a digital marketplace that connects professional women with companies interested in hiring experienced talent. We’re also working with Instant Teams to support military spouses who need flexibility at work to support their families.
We also have the Gainwell Women’s Opportunity Network, which exists to ensure every woman at Gainwell feels valued, connected and appreciated by providing the resources needed to further their professional and personal well-being, increasing the impact and contributions of women leaders and influencers at Gainwell and helping to remove barriers to women’s career satisfaction and growth.
See Gainwell Technologies Careers Here.
What do working mothers mean to LexisNexis Legal and Professional?
On Mother’s Day, we give honor, respect and gratitude to the mothers who continuously give of themselves to help build the lives of others. We know your heart, your commitment and your dedication to ensuring that your guidance and love shapes the next generation in the most impactful ways. Happy Mother’s Day.
Can you tell us about any initiatives you have in place to support working moms?
LexisNexis Legal & Professional fosters an environment of community amongst its employees. Mother’s Day is one of the celebratory moments when employees take time to honor, celebrate and share stories of motherhood or recall memories of women who have been influential mothers in their lives.
This year we are partnering with The Mom Project for their ReCharge Summit this Mother’s Day. We will be discussing how we can continue to make workplaces better for moms and of course celebrating them! The LexisNexis Encore Program also offers a career option for Mothers who have taken a break from work to help them return smoothly and stress-free.
We also have a number of ERGs and ERG events that support women in the workplace. Throughout the global team, small group meetings have been an effective way for employees to build comradery and to recognize one another for who we each are and for the roles we play. On Mother’s Day, we are grateful to recognize those who fulfill the role of mother.
See LexisNexis Legal & Professional Careers Here.
What do working mothers mean to Medela?
“We are committed to supporting the new families around the world, and believe our customer mission must be reflected in how we care for our employees,” says Jeff Castillo, EVP of Medela for the Americas. “Supporting working moms is essential for us to continue to serve the needs of our customers around the world.”
Can you tell us about any initiatives you have in place to support working moms?
“Through global pandemic, we saw how there was increased pressures on our employees with families, specifically with child care needs,” explains Castillo. “To support working parents in the USA, we introduced initiatives that benefit their unique needs. We’ve expanded our parental leave benefits to 16-fully-paid weeks for all new parents, introduced expanded healthcare savings programs and mental health benefits, and rolled out flexible work policies and part-time positions with certain teams to support individual employee needs. Additionally, new parents in the USA also have access to Kin – Healthy Returns for New Parents, which provides top-of-the-line Medela breastfeeding products and resources, 24/7 on-demand access to maternal and pediatric experts, and breast milk shipping for traveling employees.”