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"By offering 16 weeks of paid parental leave to all employees globally, regardless of gender, location or family structure, we have removed the distinction between primary and secondary caregivers," she says.
Telstra International, the global arm of leading telecommunications and technology company Telstra, recently introduced a new parental leave policy that offers a minimum of 16 weeks of paid parental leave for all employees globally, regardless of gender and location. This policy took effect from 1 October 2024.
New fathers and parents adopting a child are included in this policy, as the company aims to make it easier for them to balance parenthood and a career.
In lieu of the announcement, Priya Sunil catches up with Sharon Tan, HR People Partner Principal, Telstra, to learn about how this policy supports the organisation's overall strategy to create a more diverse and equitable workplace for all employees, ways it aims to enhance employee engagement, and more.
Read the interview below.
Q Which markets in Asia, apart from Singapore does this policy now apply to? How does it align with individual market regulations?
This is a global policy that extends to all markets in Asia where we operate, including Singapore, Malaysia, Philippines, Hong Kong, Taiwan, South Korea and Japan. Employees can access this benefit through the process outlined in their country-specific leave policy. Countries where existing parental leave benefits exceed 16 weeks will maintain those benefits.
Q How does the introduction of this inclusive parental leave policy support your overall strategy to create a more diverse and equitable workplace for all employees, regardless of gender or family structure?
Telstra is committed to creating an inclusive workplace where individuals with different skills, experience, beliefs and backgrounds can thrive. This ensures our employees not only have a fulfilling career but also the time to prioritise what matters most to them outside of work, especially during significant life events such as welcoming new family members.
The new parental leave policy is a significant step forward in our commitment to diversity, equity, and inclusion. By offering 16 weeks of paid parental leave to all employees globally, regardless of gender, location or family structure, we have removed the distinction between primary and secondary caregivers. This ensures that all parents receive the same level of support.
This not only reflects evolving societal norms around shared family responsibilities but also reinforces our dedication to creating a truly inclusive and equitable work environment where all employees can thrive.
Q In what ways do you expect this global parental leave policy to enhance employee engagement, particularly for working parents who may have previously struggled with balancing career and family responsibilities?
We believe that to be the place you want to work, we should help people balance the demands of their professional and private lives.
We’ve listened to feedback from our international team about what matters most when it comes to creating equality for new parents. Welcoming a child is a significant life-changing experience that needs support from family, friends and employers.
Our new global parental leave policy will support the work-life balance and wellbeing of all new parents during one of the most important times in their lives, and that of their child. With flexible leave options and the assurance of extended paid leave, parents can focus on their family without compromising their professional growth.
This initiative demonstrates Telstra International’s recognition of the challenges faced by working parents, enhancing their sense of belonging and commitment to the organisation.
Q How do you see this policy contributing to employee retention, especially for high-performing talent who value flexibility and family-friendly benefits?
We expect that the policy will play a part in retaining valued employees who prioritise flexibility and family-friendly benefits. It augments other existing benefits, such as flexible work arrangements and an employee assistance program that is also available to family members.
These initiatives signal our strong commitment to employee wellbeing and support, creating an organisational culture that appeals to talent who value work-life balance.
Q What role does this new policy play in fostering a more supportive work culture, and how will it help address the specific needs of employees in different regions?
The policy standardises parental leave benefits worldwide while respecting local regulations where benefits may exceed the minimum. Additionally, the availability of flexible work arrangements lets employees explore ways to create a more supportive work environment in consultation with their managers.
These measures promote a supportive and inclusive work culture that can better meet the needs of our diverse workforce across different regions.
Photo: Provided by Telstra
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