The deep dive we performed in 2024 not only provided us with a comprehensive overview of the current landscape of family-friendly policies but has also uncovered valuable insights that will shape our priorities moving forward.

Performance by policy

The latest data from companies we had not previously analysed has reaffirmed the ranking of the top-performing policy categories. Notably, policies focused on equal opportunities, flexible working arrangements and living wages received the highest scores, closely aligning with best practices (see graph). For instance, a hallmark of best practice in equal opportunities is the commitment to non-discrimination based on gender, pregnancy, maternity/paternity and family responsibilities.

It is concerning, however, to note that many companies still fail to explicitly acknowledge in their policies that inequality and discrimination can arise within family contexts. One commendable exception is Cooper Companies, a US healthcare firm, which has proactively recognised this issue in its equal opportunities policy. This highlights the importance of not only implementing strong policies but also ensuring they address the nuanced realities that families face.

While policies for parental leave, breastfeeding support, and childcare assistance are crucial for fostering a family-friendly workplace, they currently fall below acceptable levels. This trend is somewhat understandable, given that governments often establish minimum standards, especially for parental leave. According to the International Labour Organization (ILO), an acceptable parental leave policy should provide at least 14 weeks of paid maternity leave and a minimum of 2 weeks of paid paternity leave across all operations. Several developed countries still offer parental leave that is either less than the recommended 14 weeks or entirely unpaid. We strongly believe that companies have a responsibility to step up and take the initiative, particularly when governmental standards are lacking.

Geographical insights

Many US companies are falling short when it comes to family-friendly policies, particularly in key areas like parental leave, breastfeeding support and childcare assistance. Currently, labour and state laws only require a minimum of 12 weeks of unpaid leave for parents, which contributes to the low scores we see among US companies. A notable exception is Hologic, a women’s health-focused organisation that adheres to acceptable parental leave standards. However, given the current political climate in the US, it seems unlikely that many other companies will take steps to improve their parental leave policies anytime soon.

On a more positive note, Safaricom, Kenya’s largest telecom operator, stands out for its robust family-friendly work policies. The company’s leave policies are nearing best practice standards, and it goes a step further by allowing employees to bring their children to the office when necessary. This approach not only supports working parents but also cultivates a more inclusive and nurturing workplace culture.

What’s next in 2025?

This year, our focus will be on addressing the areas that scored the lowest in our 2024 evaluations: parental leave, breastfeeding support and childcare assistance. Given the challenges faced by US companies in these areas, we will prioritise engaging with them to drive improvements. We are mindful, however, that they may be less receptive to suggestions for policy enhancements than they were just a few months ago.

On a more encouraging note, several companies made significant strides in 2024 by announcing global parental leave policies, demonstrating their recognition of the value of such initiatives that extend beyond local regulations. We are also optimistic that innovative tools, such as UNICEF’s Family-friendly Policies Toolkit, will inspire other investors to advocate for family-friendly work policies within their portfolio companies.

In 2025, we will remain committed to prioritising the wellbeing of children in the workplace and look forward to sharing our progress with you next year. Together, we can create a more supportive environment for families everywhere.