Building a better future starts with making it feasible for anyone to care for their children, and companies like Lululemon and Sweetgreen are catching on with parental leave that accommodates all genders

Having a new baby at home is special for all new parents—not just mothers. Now, in the effort to promote gender equality and improve employee retention, these brands are offering equitable benefits for parents, no matter their gender:

Sweetgreen
New parents at the fast-casual salad chain Sweetgreen can now take inclusive parental leave, including five months of paid time off for families with new additions. Open to mothers, fathers, adoptive parents, foster parents and others, employees can now spend more time with their children.

Lululemon
Paid family leave isn't a federal requirement, but activewear brand Lululemon boosts inclusive benefits for parents of growing families. With a gender-neutral plan, all parents are offered these benefits. This includes full pay for full time employees of 3–6 months, based on how long the employee has been at the company.

PwC
Most brands only cover childbirth, but the consulting firm PwC expands its reimbursement program to include parents with child adoption and surrogacy, part of an effort to create more benefits for LGBTQ employees. In addition to 8 weeks of paid parental leave, PwC transitions new parents back to work with 4 weeks of full-time pay at a fraction of the hours.


Lead image: Humphrey Muleba/Unsplash

Having a new baby at home is special for all new parents—not just mothers. Now, in the effort to promote gender equality and improve employee retention, these brands are offering equitable benefits for parents, no matter their gender:

Sweetgreen New parents at the fast-casual salad chain Sweetgreen can now take inclusive parental leave, including five months of paid time off for families with new additions. Open to mothers, fathers, adoptive parents, foster parents and others, employees can now spend more time with their children.