Hiring (on Elpha!) with 12+ Weeks of Paid Maternity Leave 🌟Featured


How can you tell if a workplace is women-friendly?

We think about this question a lot.

Is it the tampons in the bathroom? Is it equal parental leave for both the primary and secondary caregiver? Is it reflected in the health insurance plans? Is it a CEO that is personally committed to DEI?

As a straight, cis-gender, white woman my privilege shows up in how I answer this question. When I was earlier in my career, it was important for me to find a place that provided a clear path for career growth. And, these days a flexible work schedule has risen to the top.

The cool thing about our community of over 50,000 women in tech is that we’re all different! The benefits and cultural qualities we’re looking for in a company vary widely.

Our Top Workplaces for Women survey this year found that paid parental leave policies are one of the inclusive benefits women look at to determine whether a workplace is women-friendly.

So, we’ve put together a resource:

26 Companies with 12+ Weeks of Paid Maternity Leave. Check it out!

And, in the comments, I’d love to hear what a women-friendly workplace means to you.

This is such a valuable post!! Thank you for collecting this data and sharing. Bookmarking this list…
This is great thank you. The company I'm currently working at – advertising agency, Creature London – offers miscarriage leave and has just employed a senior woman who is 8 months pregnant, both of which are very encouraging for me.
A wide array of diverse women in upper management & senior positions.Also, not having to deal with any back-handed compliments or feminine jabs from Dave (usually, every office has a Dave, but times are changin'!).
I would love to feel more comfortable talking about my kids and acknowledging my pregnancy without worrying about being defined as a mom negatively. Pregnancy leave is a must (paid and a minimum of 12 weeks in my book, plus a ramp up period). I would love to see more women in senior levels on up. Also am impressed by bias-mitigating efforts like public accounting on measuring and reporting pay equity, clear and accessible standards company-wise for promotion (not set per manager or arbitrarily), ongoing managerial training, anonymous whistleblower capacity, ongoing culture monitoring through surveys, programming, well-funded ERGs, etc. Unlimited time off and flexible work arrangements.
Maybe this is a topic for a different post, but I'd be curious to know how startups with under 5 (or even under 10) employees navigate maternity leave. Both from the perspective of the cofounders and from the perspective of one of those first employees, what is most fair and what is the best approach?As a female founder, I'm very sympathetic to this. I don't really see women joining these startups and then having mat leave-related issues β€” I actually see the opposite. I much more often see women "selecting themselves out" of doing startups at all when they are in their childrearing years, saying, "Oh, I can't do a startup right now because I'm pregnant" (whether that's between pregnancies, on mat leave, etc.). There could be a solid 3-5 year period where women are taking themselves out of the market to found or join an early-stage startup. Is this the right approach? Would love to hear other perspectives on this.