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Thanks to the rising upward culture of <keyword id="46431" type="CITY" weightage="100" keywordseo="India-Inc">India Inc</keyword>, a new benchmark has been set for policies for women employees. To this effect, <keyword id="46894" type="PERSON" weightage="100" keywordseo="Tata-Sons">Tata Sons</keyword> has now rolled out a set of woman-centric policies, which include paid maternity leave of seven months, 18 months of half pay-half working day post-maternity support, flexibility to choose your working hours, secure performance ratings even during the maternity leaves and flexible work durations. 
 
Not only this, if an employee completes five years at work, (s)he would be able to avail one-year leave at half pay given that you are a care-giver at home. 
 
As of now, the policy has only been unveiled only at <a href="http://www.businessinsider.in/Tata-Sons-ups-stake-in-AirAsia-to-49-equals-that-of-partner/articleshow/51584316.cms">Tata Sons</a>, which is the holding company of the group with businesses ranging from salt to software. Other companies of <a href="http://www.businessinsider.in/The-reality-of-Tata-Group-Few-companies-making-moneyothers-less-so/articleshow/50168486.cms">Tata group</a> are also likely to adopt these policies in the near future. 
 
"Our intent is to show that we care through a deep organisational commitment towards our woman employees. Maternity, for example, has been a key focus area. By offering seven months leave followed by post-maternity support of 18 months, we are providing a viable option to mothers to be at home during the critical early childhood," NS Rajan, the group chief HRO at Tata Sons, told ET. 
 
The policies would come into effect from this month itself, and the seven-month paid leave can be taken from two months prior to child birth. 
 
One very important aspect of maternity leaves is the career progression of women employees, who are often ranked less in performance ratings during and after their maternity leaves. Keeping this in mind, the policy says that performance rating during maternity leave and flexible work will be based on the average of the previous two years' ratings or ratings for the ongoing year, whichever is higher. Also, promotions would not be impacted because of maternity leaves, flexible work, work from home, all of which would be considered as continuous service. 
 
"Working women today perform multiple roles much beyond their work at office. Looking after home, attending to children and elders is a cherished role. Our approach, be it special leave and flexible alternatives, are aimed at recognising these important roles women play in their families and stand by our woman employees wherever needed," Rajan said. 
 
Not only this, the company has also introduced a policy for six months of <a href="http://www.businessinsider.in/PG-India-announces-six-month-adoption-leave-for-employees/articleshow/51509015.cms">adoption leave</a>, surrogacy leave, and 15 days of <a href="http://www.businessinsider.in/Intuit-India-to-give-extended-parental-benefits-to-its-employees/articleshow/50636671.cms">paternity leave</a>. 
 
When we talk in general, Indian companies offer three months of paid maternity leave, a trend that is slowly changing with <a href="http://www.businessinsider.in/BhartiAirtel-announces-more-maternity-benefits/articleshow/51331019.cms">more and more companies</a> offering six months of maternity leaves. 
 
<a href="http://cdn1.tnwcdn.com/wp-content/blogs.dir/1/files/2015/08/maternity-leave-mom-baby.jpg">Image source</a>

Seven months of paid leaves, flexible working hours and retrospective performance appraisal: Tata Sons’ new maternity leave policy is every working woman’s dream

<ul><li><keyword id="830092" type="COMPANY" weightage="20" keywordseo="Zomato">Zomato</keyword> announced a 26-week paid <keyword id="1956710" type="PERSON" weightage="20" keywordseo="parental-leave">parental leave</keyword> for men, women and same-sex partners. </li><li>The benefits also extend to non-birthing parents, like those in the cases of surrogacy or adoption. </li><li>The new parents will also receive a $1,000 bonus per child.</li></ul>Indian foodtech unicorn Zomato has today announced an inclusive parental leave policy for new parents. Breaking barriers, the startup introduced a 26-week leave for both men and women and also non-birthing parents Including same-sex partners, surrogacy and adoption. Not just that, the startup has also announced a $1,000 bonus per child for new parents. The newly introduced policy also holds true for employees of Zomato who have had kids in the last six months. The financial benefits come in as primary-childcare costs have skyrocketed in India. Zomato founder, Deepinder Goyal took to Twitter to share the announcement. “One core issue that leads to fewer women leaders in organisations, the community, and the nation is the lack of universal paid parental leave. Currently, it is hard for women to lead a healthy family life and focus on their careers, leading to a lot of women leaving their jobs or putting their careers on the back burner. This results in a pressing lack of diversity across all levels of the organization, and needs to be solved proactively,” Goyal said in a blogpost. This comes as a welcome step in the Indian corporate setup, where even today only select companies offer a paid parental leave for men. To encourage the LGBTQ community at the workplace, it is extremely important to offer benefits for same-sex partners, a step that Zomato has rightly taken. Zomato which operates in 13 countries globally, is going to its parental leave policy take forward, there too. “For women across the globe (we have teams in 13 countries as we speak), we will be offering 26 weeks paid leave, or will follow the government mandated policy, whichever is more. We will be offering exactly the same benefits to men as well,” Goyal wrote. See Also: <a href="https://www.businessinsider.in/ubers-ipo-filing-in-the-us-cites-ola-zomato-and-swiggy-as-threats-to-its-india-business/articleshow/68882407.cms">Uber’s IPO filing in the US cites Ola, Zomato, and Swiggy as threats to its India business</a>

Zomato announces a 26-week paid leave for parents of all genders, sexualities – $1000 bonus per child for new parents

<keyword id="1262447" type="UNKNOWN" weightage="20" keywordseo="gender-stereotypes">Gender stereotypes</keyword> have always been present in our society and companies are doing everything they can to break such stereotypes. One such step towards breaking a gender stereotype has been <keyword id="6357341" type="CITY" weightage="100" keywordseo="Deutsche-Bank">Deutsche Bank</keyword> (DB). They have delinked parental leave from gender. From January 1, the bank will offer the same quantum of childcare leave - maternity leave of 6 months in India - to men as well, if they happen to be primary caregivers. 
 The new leave policy is being rolled out across <keyword id="119132" type="COMPANY" weightage="20" keywordseo="Asia-Pacific">Asia Pacific</keyword>. An internal note circulated among DB employees in India, says: 
 
"The new parental leave policy centres on the caregiver's responsibility, rather than tie parental leave to gender, and replaces what was previously called maternity/paternity leave. It also covers surrogacy and adoption and aligns it with parental leave entitlements. Deutsche Bank employees who are new parents can choose to either be the primary caregiver or the non-primary caregiver within the duration of the parental leave." 
 
The main caregiver or the one who takes primary responsibility for care of his/her child during the bank's typical work hours is eligible for the leave. 
 
The policy is expected to provide greater flexibility and choice for parents to take care for their newborn or adopted child alongside their careers.

Breaking the gender stereotype, Deutsche Bank allows childcare leaves to men

<ul><li>A recent ‘<keyword id="7780356" type="UNKNOWN" weightage="20" keywordseo="universum-india-talent-survey">Universum India Talent Survey</keyword> 2019’ has shown a widening <keyword id="456269" type="PERSON" weightage="20" keywordseo="gender-gap">gender gap</keyword> in India’s IT sector. </li><li>According to the report, the IT sector has nearly 26% female students, compared to 74% of males. </li><li>On the contrary, the engineering and the IT sector has been actively hiring, recording an 11% increase in May 2019.</li></ul>While IT sector employed a major chunk of India’s workforce, gender equality at work still remains a challenge to the organisations. A recent report titled “Universum India Talent Survey 2019” has shown a widening gender gap in the Engineering and the IT sector — which has merely 26% of the female students. While the male representation in engineering stood at 74%, nearly three times that of female participation, the report noted. Different variables that contribute to a widening gender gap are health, education, economy, and policies. Other variables such as automation affect the roles traditionally played by females disproportionately. “At the same moment, in increasing job fields that require STEM (science, technology, engineering, and mathematics) abilities and expertise, females are under-represented,” Bhajneet Dhingra, an independent Talent Advisor told Business Insider. Women are bogged down by constraints that range from tougher workplaces to handling excessive household responsibilities. “Another potential reason is that the infrastructure required to assist females to enter or re-enter the workforce is underdeveloped, and unpaid work remains mainly the responsibility of females,” he added. According to the data by <a href="https://www.businessinsider.in/a-large-section-of-women-are-vanishing-from-the-workforce-in-india/articleshow/69826315.cms">National Sample Survey Office</a> (NSSO), women constitute only 42% of graduates in the country and a handful(23%) of the employable women in India were actually employed in the workforce in 2017-18. Overall, IT students look for work-life balance, international exposure and stability on the job front, according to the Universum Indian Talent report. A few organisations have taken steps to <a href="https://www.businessinsider.in/zomato-paid-parental-leave-policy-for-men-and-women-and-same-sex-partners/articleshow/69635956.cms">counter gender gap</a> across roles — from maternity leaves to child daycare centres. For instance, the food delivery platform <keyword id="830092" type="COMPANY" weightage="20" keywordseo="Zomato">Zomato</keyword> rolled out a 26-week leave policy for both men and women, including the cases of adoption and surrogacy. The average expected salary among IT students was recorded as ₹945,852, annually. <a href="https://www.businessinsider.in/Heres-how-much-an-IT-employee-makes-in-different-countries/articleshow/69739244.cms">India ranks sixth</a> in terms of employee remuneration. See also: <a href="https://www.businessinsider.in/womens-day-indian-women-earn-19-less-than-men-says-study/articleshow/68313364.cms">Indian women earn 19% less than men, says study</a> <a href="https://www.businessinsider.in/zomato-paid-parental-leave-policy-for-men-and-women-and-same-sex-partners/articleshow/69635956.cms">Zomato announces a 26-week paid leave for parents of all genders, sexualities – $1000 bonus per child for new parents</a>

India’s IT sector has nearly three times more males than females: Report

<ul><li>With Father’s Day around the corner, we decided to look at how the <keyword id="9427183" type="UNKNOWN" weightage="20" keywordseo="indian-agency-network">Indian agency network</keyword> is slowly moving towards building an equal space for both men and women at work by offering <keyword id="1759407" type="PERSON" weightage="20" keywordseo="paternity-leaves">paternity leaves</keyword>. </li><li>We observe when these policies were added into their system to understand how long it took them to realise that new fathers also deserve paid leaves to be able to share the load equally at home. </li><li>The agencies we reached out offer paternity leave for 1-2 weeks. </li></ul>For the longest time, paternity leave wasn’t a concept in India. It was mothers who took care of the household chores and new-born kid(s). Fathers, on the other hand, either did not have an option to take leaves or they did not feel comfortable availing paternity leave in the fear of losing their job role to someone else in that short period of time. In India, paternity leaves are usually offered for one or two weeks, as opposed to 26 weeks or 182 days for new mothers. This wide gap, according to <a href="https://feminisminindia.com/2020/01/23/paternity-leaves-sexist-gap-parental-policies/">Feminism in India</a>, exists because new mothers need more time to physically heal and secondly, because of the bias that fathers do not need to stay home as much as mothers since they take on the child-rearing responsibilities for a longer time. India is still 90 out of the 187 countries in the world with no national policies to ensure that fathers get enough paid time off with their infants and wives, when they need them the most. Zomato and Novartis are the only two companies in our country that offer a 26-week-long paternity leave. With Father’s Day around the corner, we decided to collate a list of <keyword id="2398193" type="PERSON" weightage="20" keywordseo="Indian-agencies">Indian agencies</keyword> who do offer paternity leave, for how long and look back at the year they added it to reflect on India’s progress in shaping gender equality. The Glitch <div type="image" title="Glitch logo 4_3" msid="76459389" hostid="261"></div> Highest amongst all, The Glitch offers a paternal leave upto 15 days which can be extended to 30 days/one month if requested by the employee. <keyword id="6368370" type="COMPANY" weightage="20" keywordseo="dentsu-aegis-network">Dentsu Aegis Network</keyword>: <div type="image" title="DAN logo" msid="76459373" hostid="261"></div> The paternity leave offered at DAN is of 15 days, which a father can avail within the first three months of the newborn. According to Sunil Seth, Head HR Business Partner- South Asia, Dentsu Aegis Network, the paternal care policy was added since the network’s inception. FCB India: <div type="image" title="fcb logo 4_3" msid="76459400" hostid="261"></div> Added on April 01, 2017, FCB India offers its new fathers a two-week leave. A male employee who legally adopts a child below the age of three months is also entitled to paternity leave of two weeks. MullenLowe Lintas: <div type="image" title="Mullen logo 4_3" msid="76460676" hostid="261"></div> This agency grants 15 working days as paternity leave, within the first three months after the delivery of the child. Tonic Worldwide: <div type="image" title="Tonic logo 4_3" msid="76459440" hostid="261"></div> 15 days of leave, offered since 2017 for both biological and adoptee parents. Expectant parents have no cap on work-from-home. They can operate from home for as many days as they want. Schbang <div type="image" title="Schbang logo 4_3 (1)" msid="76467531" hostid="261"></div> Placed since its inception, Schbang offers a paternity leave for 15 days along with flexible working hours and work from home options that are made available to the new parent. Kinnect <div type="image" title="Kinnect logo 4_3" msid="76459475" hostid="261"></div> Offers a paternity leave of 15 days and is happy to accommodate requests for extended leaves. White Rivers Media: <div type="image" title="White Rivers Media 4_3" msid="76509971" hostid="261"></div> Biological/Adoptee Fathers are given 15 days of paid leave and upto 3 additional weeks of optional work from home. The above leaves can be availed within the first 6 months of the birth of the baby. The Womb: <div type="image" title="The Womb logo 4_3" msid="76459502" hostid="261"></div> Time-off as per what employees need. Usually offers two weeks. VMLY&amp;R India: <div type="image" title="vmlyr logo 4_3" msid="76459510" hostid="261"></div> All male full-time employees are entitled to 10 days of Paternity leave, which can be combined with planned or sick leave. DDB Mudra: <div type="image" title="ddb logo 4_3" msid="76459542" hostid="261"></div> DDB Mudra Group has had a paternity leave policy in place since 2011 and offers a upto 5 days of paid Paternity Leave immediately post the birth of the child and another 5 days within 6 months of the birth of the child. The 120 Media Collective: <div type="image" title="120MC logo" msid="76509890" hostid="261"></div> The 120 Media Collective has had paternity leave policy in place since 2012. It offers the new parent (biological/adoptive) a paid leave of 10 working days which can be extended and combined with regular leaves. It also has flexible working hours and a work from home option to help the new parent ease themselves into their new way of life. Wunderman Thompson <div type="image" title="Wunderman logo 4_3" msid="76460264" hostid="261"></div> Its Paternity Leave Policy offers 5 working days off immediately after the birth of the baby, which is applicable in the case of adoption as well as surrogacy. This policy has been around for around 5 years at Wunderman Thompson. It has also launched a group initiative called 'Safe Room' where working fathers will be given space to candidly share and discuss the unique challenges that come with being a working dad. Gozoop: <div type="image" title="Gozoop logo 4_3" msid="76459558" hostid="261"></div> Any employee who is entitled to paternity benefits gets 5 days of leave before or after the child is born. Employee also gets the option of dividing his working hours by spending four hours at the office and the rest at home for the duration of 15 days. Here is hoping that more companies and agencies join the list and adopt the 26-week paid leave policy for new fathers. Disclaimer: We reached out to as many Indian agencies as we could. If we missed adding your agency here, email us the details at <a href="mailto:karuna@timesbridge.com">karuna@timesbridge.com</a>

A look at Indian agencies and their paternity leave policies

<ul class="summary-list"><li>A surrogate in British Columbia is suing the father, seeking joint guardianship of the baby.</li><li>The surrogate said in court documents that she had an affair with the man, who's married.</li><li>A judge who's not involved in the case anymore said the situation was "unprecedented."</li></ul>A surrogate said she was impregnated by a man in British Columbia after she agreed to be his family's surrogate. Now the woman wants joint guardianship of the baby she birthed, she said in <a href="https://www.bccourts.ca/jdb-txt/sc/21/12/2021BCSC1283.htm">court papers</a> obtained by <a href="https://www.thedailybeast.com/a-married-man-and-his-surrogate-had-an-affair-now-theyre-in-a-wild-custody-fight?source=articles&amp;via=rss=rss">The Daily Beast</a>.The woman, called K.B. in the court documents, also said the father, identified as M.S.B., had promised to leave his wife and raise the baby with K.B. but never followed through. He has disputed the claims and the details of the affair.British Columbia Supreme Court Justice Warren Milman said in the court documents, dated June 30, that it was a "highly unusual" situation with "no comparable precedent." Though an official custody agreement has not been solidified, Milman, who's not involved in the case anymore, said he thought the child should stay with M.S.B. and his wife for stability reasons.<h2>After a failed IVF attempt, the man naturally impregnated her, the woman said in court documents</h2>K.B. met M.S.B. in spring 2014, and they began an affair, she said in the court documents. Over the next two years, K.B. said, M.S.B. impregnated her twice, and she had abortions both times.During the affair, M.S.B. and his wife had trouble conceiving, so K.B. offered to serve as a surrogate through artificial insemination, she said. They traveled along with M.S.B.'s wife to India for IVF, but it failed, K.B. said.The court documents showed a signed <keyword id="6375354" type="UNKNOWN" weightage="60" keywordseo="surrogacy">surrogacy</keyword> agreement between both parties. K.B. denied signing it.When IVF failed, M.S.B. suggested natural insemination, or having sex with K.B., so that she could get pregnant, K.B. told the court.K.B. said M.S.B. had also told her "he would leave [his wife] and they would raise the child together as husband and wife," the court documents said.M.S.B. denied these claims, saying the affair started after K.B. became pregnant with the surrogate baby. They parted ways in summer 2018.<h2>Mounting custody disagreements led to a legal battle</h2>K.B. filed the lawsuit against M.S.B. in July 2020, saying she deserved joint custody, equal <keyword id="6381498" type="UNKNOWN" weightage="60" keywordseo="parenting">parenting</keyword> time, and child support.M.S.B. and his wife said they'd paid the surrogate thousands of dollars over their three-year relationship as she made "progressively greater demands," like a formal visitation schedule with the baby, the court documents said.As a court prepares to hear the case in January, the married couple has denied K.B. all visitation rights.

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Seven months of paid leaves, flexible working hours and retrospective performance appraisal: Tata Sons’ new maternity leave policy is every working woman’s dream

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India’s IT sector has nearly three times more males than females: Report

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A look at Indian agencies and their paternity leave policies

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A woman who was a surrogate for a couple said she had an affair with the father - and now she wants custody of the child

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