We got the opportunity to interview Sarah Mifsud, GO’s Chief People Officer, who will be taking us through GO’s new policy giving non birthing parents four week birth leave. In this article, Sarah explains how this initiative will help parents cope with their work life and raising a family in a way that does not hinder any parents from not experiencing the first wonderful days of raising a child. Here is our conversation:
What benefits will fathers and non-birthing parents be gaining from this initiative?
The first main benefit would be that our employees would have the opportunity to dedicate time and be present in their child’s early days. Our People’s wellbeing has always been and will remain a priority and this initiative stems from that pillar. Wellbeing in its holistic approach allows our people to be the best version of themselves everyday and we recognise that caring for our employee’s wellbeing beyond ‘the office’ is part of that holistic approach. This initiative also supports woman as they transition back into work after their maternity months which means that there is less pressure on the family as the mother is easing back into the working world. Having the non-birthing parent fully present at this stage supports the family unit and the family’s financial wellbeing as it allows for the mother to transition back to work.
How will the leave for non-birthing parents benefit employees long term?
We believe that looking after our employees will indirectly look after the business. An employee that feels supported and understood is more likely to perform better with more positive outcomes. We strongly believe in you reap what you sow. If you invest in your people, they will invest in you as a company.
Was there a particular moment/situation which prompted this initiative?
We are constantly looking at ways of improving our employees’ wellbeing. This is just one of many initiatives we have implemented with others in the pipeline. Our employee’s experience and needs are constantly evolving and as a company we do our utmost to ensure we are evolving to address those needs.
Where would this initiative place Malta in the context of leaves for non-birthing parents?
Looking at this from a country perspective may be a little ambitious or premature at this stage. As a company, GO is particularly progressive. Contrary to what many may think. This leave for non-birthing parents is certainly a huge leap forward but we are doing many other things that puts employee wellbeing at the forefront. To give you an example, we have recently launched the GO Academy which allows employees to be in control of their personal and professional learning opportunities. Each employee is given a yearly budget which they can spend as they deem fit depending on what they would like to focus on.
How does this initiative contribute to the overall quest for equality in society?
One company alone cannot satisfy this quest for equality in society. What we can do, is our little part – setting the right example, providing the opportunity to demonstrate the benefits of such policies. We believe that our role is to try our best to make it as easy as possible on the parents, to support them during this time as they juggle work and life responsibilities. This act can make a huge difference to the emotional and psychological wellbeing of both parents. It also helps in reducing stigma viewing both parents as care givers and helps to decrease gender discrimination. Supporting both parents will empower the mother to transition back to work more seamlessly and strengthen the family unit.
June is Pride Month: how will this initiative positively impact members of the LGBTIQ+ community who wish to raise a family?
This policy focuses on supporting the family unit and embracing the challenges of parenthood irrespective of gender. As a Company we strive to ensure that we do not discriminate in any shape or form, so yes, in a small way, it’s definitely supporting the LGBTIQ+ community, in guaranteeing same rights are given to all who are experiencing the role of a non-birthing parent.
What other plans do you have down the line which will prioritise employee’s personal commitments and necessities?
‘’Whilst I can’t share the full details at this stage, what I can share is that we will be expanding on another policy which falls under the wellbeing pillar in the coming weeks ensuring everyone’s needs are catered for.’’
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