Campari Group’s Post

🎂 Some anniversaries are very special… And this 10th anniversary of “SHARE & CARE” is without hesitation one of it for All L'OREAL colleagues around the world! “SHARE & CARE” is the name and the mantra of our L'Oréal social innovation & employee benefits Program. Back in 2013, we were the first company to introduce such a large-scale program with global social impact, and in 2015, this program was recognized by the International Labour Organization, the International Labour Organization from United Nations Agency.  Over the past 10 years, Share & Care has helped provide the highest levels of social protection, healthcare and well-being for our employees worldwide with strong commitments:  👉 At least 14 weeks of fully paid maternity or primary parental leave introduced in 2014 👉 A minimum of 6 weeks fully paid paternity or secondary parental leave in 2021 👉 A cancer prevention and support policy, including financial, psychological and back-to-work support for those suffering from cancer in the workplace 👉 Paid leave, logistical and psychological support for people who are caregivers    And so much more… because, in today's uncertain world, it's essential that we support and help each other. People first, always!   #LOréal #WeAreLOréal #Share&Care #PeopleFirst

L’Oréal gives new mothers an extra maternity leave month, that we can take in full, all at once, or split in several days until the second birthday of the child. The second option is what I chose for us. So I’m taking Fridays off to hold my baby for a nap while reading a good book. I’m taking a day off to be 100% here when I’m here and 100% dedicated to work when I’m there. Companies talk a lot about finding the right work-life balance, as if work is not life. It is. It is an important part of our lives, which should not substitute other roles, whatever those would be for any of us. I’m taking a day off per week to #makeTimeForWhatMattersMost. Here, holding Paul to sleep. So that I’m not thinking I should be doing this, while answering emails in the office. While in the office, supporting the business without thinking that I don’t have enough time to hold my baby to sleep. That’s why I genuinely think that the new L'Oréal transformation around the #simplicity2 program is the right approach to the huge challenges of balancing all the roles we have in our lives. Making time for what matters most is the key!

The stark reality of paternity leave and what it teaches us about brand management. In the wake of the recent senate decision to extend paid parental leave to 6 months, I’m reminded of a personal ordeal that not only shaped my life but also my approach to brand leadership. When my first daughter arrived some years back, she was 2 months premature, necessitating an extended hospital stay in intensive care. At the time, my allotted paternity leave was a meagre 2 weeks, with my then-boss’ empathy seemingly on leave itself. “Everyone has babies,” she said, denying additional time off. This lack of understanding and flexibility was not just a personal affront, but a fundamental brand management failure. The lesson? Take care of your employees. In the brand world, your team is your most valuable asset. A brand isn't just a product or a logo; it's the sum total of the experiences and perceptions of those who interact with it – starting with your employees. If you can't show basic empathy to your team, how can you expect to foster genuine connections with your customers? Moreover, this episode solidified my belief in output over hours clocked. We live in a digital era where work isn’t confined to the office walls or the conventional 9-5 grind. If the pandemic has taught us anything, it's that flexibility and results can, and do, go hand in hand. Brands that recognise and adapt to this are the ones that will thrive. Lastly, for those of us in brand leadership roles, let's remember that our brands are reflections of our actions and values. A brand that doesn’t value its own people is like a rudderless ship - it may float, but it's going nowhere fast. As a head of brand, I advocate for policies and practices that reflect our brand's values and commitments, both internally and externally. In conclusion, the expansion of parental leave is a step forward. But it’s just one step. It's up to us, especially those in positions of influence, to champion a culture where empathy, flexibility, and respect aren't just nice-to-haves, but essentials. And remember, a brand is only as strong as the people who stand behind it. #ParentalLeave #BrandManagement #EmployeeWellbeing #ModernWorkplace

If you have not heard by now, the popular baby clothing and accessory brand, Kyte Baby, is making headlines for all the wrong reasons this week after allegedly denying a work-from-home accommodation request made by its employee—a parent who adopted a baby admitted at 22 weeks to the NICU located nine hours from the employee’s home. Setting aside a discussion of the merits, the headlines serve as an important reminder that people and culture management is about so much more than the law and what it requires. As both a mom having purchased many a Kyte Baby items which I love and a lawyer working with employers of all sizes across many industries, a few immediate observations: 1. The law, and what it requires, is often the floor and not the ceiling. What is legally permissible may not be the best answer for your business, people, and culture in all situations. The way in which you manage your people directly impacts your bottom line. 2. Hiring legal counsel with situational and brand awareness—someone who can tailor their advice to match your unique company culture, brand, and target market—may be one of the most strategic hires you make as an employer. You need trusted advisors to tell you what the law is and guide you on its limitations. 3. Vote. Vote. Vote. And, most importantly, align your vote with your values. If paid family leave and/or workplace accommodations are important to you, support candidates, policies, systems, and structures that meet the needs of birthing and non-birthing parents and have funding sources as a key and defined component. Relying on individual employers to make decisions reflective of your values will inevitably result in more of the same. Some will meet your expectations, others won’t. Although I suspect this employer to learn a valuable lesson here, the same outcome will happen again today, tomorrow, and next week—with another employer—and the cycle will continue. ** story time in our favorite Kyte Baby pajamas **

Let’s discuss the best ways to support MEN during their parental leave. 📣👏🏻👶🏻 Changing toxic cultures isn’t for the faint of heart. Below are examples of what you may encounter while planning and during your employees parental leave. From my peers: “Why are you in “Steve’s” inbox? That’s micro managing, you’re a micro manager!” 🎯No, he’s on paternity leave and I want him to focus on family. The only way he’s going to be able to do that is if when he opens his inbox and sees things are being taken care of. From peers, leaders and peers of “Steve”: “I can’t imagine Steve is going to take more then a few weeks! I only took three days!” 🎯Well, I gave him the option to take as much time as he needs/wants. It’s his choice based on his family needs. I’ve got his back and will cover while he is out. With HRBP: “If he formalizes his paternity leave, he won’t be compensated for any/all business that invoices while he’s out.” 🎯Wait what? So the year of work he’s put in, he won’t get paid because he’s on paternity leave when it invoiced? So he’ll loose $ for all his work? Forget we had this conversation. I’ll handle it. 👆🏻👆🏻👆🏻 The above is not helpful to anyone. The last one impacts women sellers the most, because most male leaders don’t know of an alternative to the “policy”. Now you know. 🤓 The great news, you can ensure you employees are being taken care of during their major life events. HAVE THE AGENCY TO SUPPORT YOUR PEOPLE I’m proud of the work that Diageo is doing to set the standard for US based orgs. Cheers to you. 🥃

The transition back to work after maternity leave isn't easy. But with the right strategy and proper tool, you can be successful! 🌟 Thx to STEP you are not alone in this journey. Meet Lucia, our 2nd employee sharing about her journey with S.T.E.P. 👋   Watch the video to find out!

Join us for tomorrow's Knowledge Share Forum - we're exploring the work our membership is undertaking to effectively support the transition to and from parental leave for all parents and carers. We'll hear from Robert Brown, National Human Resources Manager for Pernod Ricard, who'll share how Pernod Ricard are encouraging and supporting men to take parental leave. Amanda Meehan, Senior Coach from Grace Papers also joins us to speak about the essential elements of supporting parents to and from parental leave and how to actively support successful transition. We'll also invite our member representatives to: 📌Share stories and experiences of transitioning to and from parental leave 📌Explore what considerations we should have from a policy perspective when it comes to pre-parental leave 📌Consider strategies for providing greater support and connection whilst on leave 📌Discuss onboarding after leave and how to avoid pitfalls This member only Knowledge Share Forum is relevant and open to policy developers, HR partners, and leaders who are influencing change and are responsible for policy development and implementation. Register your interest -> https://lnkd.in/d77dHf3v #parentalleave #closethegap #carers #familyfriendly

A groundbreaking announcement from Molson Coors Beverage Company Coors, a true leader in fostering inclusivity and support for working parents, unveiled an unprecedented Equal Parent Leave Policy, revolutionising the landscape of parental benefits. Under this new policy, all new parents will be entitled to a remarkable 52 weeks of leave, regardless of gender or path to parenthood. 👶✨ This monumental decision underscores Molson CooCoors'mmitment to creating an environment where every employee feels valued and supported, no matter their family circumstances. By prioritising equality in parental leave, Molson Coors sets a new standard for the industry and demonstrates a profound dedication to the well-being of its workforce. 🌈💼 Laura Lee, Managing Director, Ireland at Molson Coors Beverage Company, said, "As leading employer in Ireland, we’re always looking at ways to drive for more gender diversity at every level of our business, and to create a more inclusive and equitable work experience for everyone. Our new Equal Parent Leave policy is a really important next step to achieving those ambitions. Cheers to Molson Coors for leading the charge in building a more inclusive and supportive work culture for all! 🍻👏 #EqualParentLeave #InclusiveWorkplaces #DiversityandInclusion #ProgressiveLeadership Article Reference: https://lnkd.in/eC2vr8Kz

Transform Parental Leave with mula 👶 Our premium branded products celebrate this special life event, reinforcing your company’s commitment to employee well-being. Strengthen connections, provide support, and build lasting memories with thoughtful, fully customizable gifts. From sustainable baby clothes to stress-relief gifts, we offer a diverse range of options that cater to every preference. Looking to simplify the gifting process? With our platform, you can automate gift sending and seamlessly integrate with HR software, making the experience effortless for you. Curious to learn how mula elevates parental leave gifting? 🎁 Read more, link in the comments!    #ParentalLeaveGifts #EmployeeWellbeing #BrandedMerchandise 

🌸 Celebrating Mother's Day: Honoring the Backbone of Our Lives 🌸 Today, we pause to celebrate and honor the guiding lights in our lives – our mothers. To all the mothers out there, your love, sacrifice, and unwavering support shape the very fabric of our communities and workplaces. Your boundless strength, resilience, and compassion inspire us all. On this special day, let's take a moment to express our deepest gratitude to the women who have played pivotal roles in our personal and professional journeys. Whether it's providing a listening ear, offering words of encouragement, or simply being a pillar of strength, mothers have an unparalleled ability to uplift and empower those around them. We also recognize the unique challenges that working mothers face as they strive to balance the demands of their careers and families. From managing deadlines to attending school events, working mothers juggle multiple responsibilities with grace and perseverance. The struggle to find that elusive work-life balance is real, yet they tackle each day with resilience and determination. As we celebrate Mother's Day, let's not only express our appreciation for the mothers in our lives but also strive to create workplaces that support and empower working mothers. By fostering an inclusive environment that values work-life balance and flexibility, we can ensure that mothers can thrive both personally and professionally. To all the amazing mothers out there, thank you for your endless love, wisdom, and guidance. Happy Mother's Day! 💐 #MothersDay #Gratitude #WorkingMothers #Empowerment #CiteHR #HR