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Sital Patel on why companies are turning to more flexible maternity programs to help retain moms
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Welcome back -- Lawrence -- that area we have to top Patel joining us sunset now Fox Business.
With them.
Pretty interest staying.
Important story for you and I eat out women for women.
Ileana -- nearly even and trying to get back into the workforce and how easy or difficult companies here in the US make it compared -- let's say the UK.
Exactly exactly this new trend that's -- developing an American friends that are as being adopted from UK firms.
Two actually facilitate and help and support women.
They become pregnant -- McCain leave and when they come back right so afterlife diet that kind of like exactly -- in the UK it's nothing to take six months to a year.
The McKinley and -- and get paid for most of that time.
In the US as we know we take three months a lot of friends -- three months what was happening.
Without a lot of US firms like at what was happening within the premise that a woman would become pregnant.
And she and her -- it would just ignore the fact that she was having this huge life significant change.
Happening -- -- leave and then come back.
And act like everything was normal and then they would be fallout obviously things have changed the her schedule is changed her -- change.
And what -- realize all of these Wall Street firms financial firms are really Siemens.
High powered executive women.
-- being the jobs often they came back from -- they're losing talent you losing talent they're losing women with ten plus years experience.
Business relationships lead is within the firm that -- producers and the cost of replacing them was very -- So what they inside implementing and I -- and if you executive coaches that -- -- in -- these firms is you know a support program and then take three steps to it away.
It's before I go on maternity leave when your -- pregnant -- player having these important communication.
Communicate conversations with them.
About the expectations -- You know what who's going to copy you how is that gonna work how is it gonna work when you come back and will you be -- -- have a flexible schedule because obviously you have.
Outside parties you know have to leave work Edison time and things like that and also what was happening was a lot of employees that there was assumptions being made in both sides -- Employees would assume that well.
The woman is pregnant and she must wanna take a step back in her prayer and that might not be the case so is important for the woman to communicate.
With their employees say.
To say you know my name is in no way thinking back I have this change but I'm gonna walk around it helped me work around it.
So that was that's what this that was what that's what their career Coach and of that returning to which helps when you get through accidentally support the women while -- maternity leave.
And with child -- issues -- -- a big one.
How they gonna get back.
You know how they can look at his transitions back -- to be my work and also.
How much they didn't need it while there off on the -- would it work with -- to that well it's it depends on the woman you can still be in touch with in the office.
You know -- a conference call or email.
Oh or even before you come back you can spend a couple of things back at work why don't -- tend to be back -- types of -- different options that.
Before it was even being discussed a -- -- -- just in -- or leasing help the woman get back.
Into war and how are manifested by -- well actually this is interesting because a lot of men are they these programs are veiled women to.
They also going through life change and what one create -- -- -- that it's not just about becoming pregnant having a child it's actually just a life change.
And that's how firms are beginning to look at this situation it's -- -- -- -- -- the CEO of Yahoo! Marisa Mayer and she said this week at a fortune magazine conference that her priorities are in this order.
God family Yahoo!.
Is that still -- -- -- I mean I guess my -- -- to be the same my eight -- got Sam -- fox my job.
But yet she took one a couple of weeks few weeks maternity leave a lot of women got upset about that -- open your priorities might be -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- On -- is an extra name -- in the unusual position when she's probably able to afford to have six nannies taking an -- her child 24 hours a day.
And the assistance that she needs where she obviously she's -- she's pregnant.
You know should he had a conversation with her employer they knew exactly what -- happen and she worked it out -- she could have flexible schedule.
You know I'm confused it's -- -- yes it was so supportive of absolutely and he's actually it's a good and that's got a lot of criticism because a lot of woman like oh my gosh why would you don't wanna take time off.
But at same time it's very progressive of the firm to hire someone knowing -- gonna take.
Right -- can begin I don't know about either a lot of my friends.
China -- as long as possible -- time the announcement based on certain things are happening in the company because they're always worried about being.
Disqualified or judge because well they're hacking -- well maybe that is exactly a lot of women felt like they were invisible.
They where you can sidetracked.
When C announced their pregnant because of these assumptions made and that's.
-- communications -- You -- and I am so impressed by women who literally work two days but up until two days of thinking and I -- friendly and I -- -- but a little girl.
I mean if only we can all be so lucky -- and I think.
This is Elvis thank you so much for coming -- -- high your article on foxbusiness.com.
It sounds more from trying to retain women throughout through maternity programs -- -- is going -- -- my glasses they could see that are right we're gonna break and.
