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BETTER BENEFITS

BETTER BENEFITS. Paid Family Leave at the University of Washington. UW President Ana Mari Cauce.

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BETTER BENEFITS

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  1. BETTER BENEFITS Paid Family Leave at the University of Washington

  2. UW President Ana Mari Cauce “I’m calling on all of us to use our collective talents to improve the health and well-being of people – some we’ll never meet, some we pass every day on the street, and some in our own families. Because I know if we come together, as scholars, as leaders, as innovators and as human beings, grateful for the chances we’ve been given, we can truly create a world of good.” May 3, 2016

  3. PFLAC MISSION To make thoughtful recommendations – both short and long term – for how paid family leave should complement an already quality benefits package at the University of Washington.

  4. WHY NOW? The UW must recruit and retain the best Employers in our region are offering up to 52 weeks The UW currently offers zero paid family leave Health and well-being is a presidential priority We are at a critical juncture

  5. AGENDA PFLAC survey + results Paid family leave is healthy Peer comparisons Improving leave planning now Review of our findings + requests Questions

  6. GOALS Initiate the conversation regarding paid family leave (PFL) Clarify UW policy Move the UW to the front of the pack

  7. 85% of survey respondents said that financial hardship was the reason they did not take more time off to bond with a new child.

  8. WHY NOT THE UW? Do UW employees care? YES! PSO Survey April 2016 Professional Staff only Perceptions and satisfaction with current benefits

  9. SURVEY: ABOUT THE COHORT *1,266 total respondents– 12% response rate based on 9,847 PSO members as of May ‘16

  10. SURVEY: IMPORTANCE OF PAID PARENTAL LEAVE • 86% of respondents feel that Paid Parental Leave should be • “Very” or “Extremely Important” to UW as an employer • 28% of respondents that indicated that paid parental leave should be important to UW also indicated that it would not be important to them personally – showing that even those individuals who may not personally benefit from this type of leave still support the UW in providing it • 70% of respondents feel that Paid Parental Leave is • “Very” or “Extremely Important” to them personally

  11. SURVEY: TIME AWAY FROM WORK Of those individuals who reported having had their family grow while employed at UW, 73% of them felt that they did not get enough time away from work to bond with their new family member.

  12. SURVEY: FINANCIAL HARDSHIP • 85% of respondents listed financial hardship as their reason for not taking more time with their new family member.

  13. SURVEY: LIKELINESS TO CHANGE EMPLOYERS OR LEAVE THE WORKFORCE Of those who felt that paid parental leave was important to them personally, 50% of them are likely to change jobs or leave the workforce within the next 5 years. 78% of those individuals that are likely to leave UW are women; 84% of these women areotherwise satisfied or very satisfied with UW as their employer.

  14. “One-quarterof all poverty spells in our country stem from the act of having a baby.” - parentmap.com

  15. PAID FAMILY LEAVE IS HEALTHY Benefits to society Government spending, gender equality Benefits for families Mothers, fathers, children Benefits to the employer Retention, productivity, recruitment, overall cost savings

  16. BENEFITS TO SOCIETY Government Spending PFL reduces dependence on public assistance Gender Equality Longer paternal leave linked to: higher maternal earnings more gender-balanced household work

  17. BENEFITS FOR FAMILIES Mothers Paid leave is linked to better physical and mental health Fathers Extended bonding time with babies is linked to increased engagement and satisfaction with parenting role Children Longer maternal PFL linked to lower mortality rate and better long-term health Increased father engagement relates to better school performance and mental health

  18. BENEFITS TO EMPLOYER Increases retention, especially of women Increases productivity Helps attract diverse new talent Saves money

  19. 91% of California employers who responded to a survey reported that paid family leave had a positive effect or no noticeable effect on profitability. -Appelbaum& Milkman, 2011

  20. UNDAUNTED

  21. UNDAUNTED Only major public employer in Seattle/King County without PFL One of four among top 10 largest employers in state to not offer PFL (Healthcare sector) Arizona and Arizona State are the only two members of Pac-12 to offer full PFL

  22. UNDAUNTED

  23. THE REGIONAL LEADER “This will enable parents to participate more fully in their children’s lives, while also allowing them the flexibility and financial certainty to meet the needs of their growing families” - Steven Rice, Gates Foundation Chief Human Resources Officer

  24. IMPROVING LEAVE PLANNING NOW Provide consistent access to leave planning Simplify the UW website for parental leave Be employee-centric

  25. TOGETHER WE WILL 55% of PSO respondents who used UW HR to help them with their leave planning, scored their experience 5 out of 10 or lower.

  26. “Nothing in this chapter shall be construed to discourage employers from adopting or retaining leave policies more generous than any policies that comply with the requirements under this chapter.” RCW 49.78.380* Encouragement of more generous leave policies *Revised code of Washington - permanent laws currently enforced

  27. BE EMPLOYEE CENTRIC YES!

  28. “We need to and will do more to support our working families.” - Provost Jerry Baldasty, June 2016

  29. OUR RECOMMENDATIONS Increase the number of allowable sick days Improve explanation of existing leave policies and procedures Formalize stance on PFL implementation Assemble UW-wide council in 2016-17:

  30. QUESTIONS What questions do you have for us?

  31. MORE INFORMATION UW.EDU/PSO/PAIDLEAVE

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