Marie Pellerin, founding father of Parents on Board, explains her idea of “Family Score” for companies | EUROtoday

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Fromon the one hand, an increasing number of abilities are searching for a job that enables them a harmonious stability between skilled and personal life, significantly younger moms who not need to put their careers on maintain after maternity depart. On the opposite, corporations dealing with the growing issue of recruiting and retaining workers in a job market marked by waves of resignations and a “fluttering” of candidates. What if the answer was to attach the wants of every individual?

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This is the bias of Parents on Board, a platform created in 2023 and specialised in job searches for folks. It has even simply created the Family Score, a label to differentiate organizations that greatest adapt to the wants of employed mother and father. Meeting with Marie Pellerin, coach, founding father of Parents on Board and mom of three youngsters.

Point : How did Parents on Board and Family Score come about?

Marie Pellerin : It all began from my skilled and private journey. I used to be employed for round ten years in publishing advertising and marketing. When my first daughter was born, I burned out and left my firm. I took three years to consider my aspirations, my future… but in addition having my two different daughters. I educated in profession teaching to assist skilled transitions.

I’ve supported many moms on work points after maternity depart or younger moms who, returning to work, not discovered themselves within the values ​​of their work. I observed that fairly often, as soon as that they had recognized their new skilled venture, it was very sophisticated for them to seek out, with the instruments that they had at their disposal, a place that may meet each their ambitions. professionals and their need to have the ability to deal with their household. In different phrases, a place that doesn't give the impression of sacrificing one or the opposite.

On conventional employment platforms, there’s nothing to establish corporations which are eager to allow their workers to reconcile skilled and private lives. This is how I had the thought of ​​making a platform that may deliver collectively “family friendly” corporations: by means of their actions, their dedication and their values. Parents on Board was born in the beginning of 2023. Today, it has 7,000 registered candidates and round 100 accomplice corporations who publish their job presents there. On the platform, past the basic standards, search filters concentrate on parenthood: for instance, teleworking, breastfeeding room, and so on.

Concretely, learn how to outline a “family friendly” firm?

The reply is complicated as a result of it’s based mostly each on goal standards and different extra human and particular person ones. Before creating the Family Score in early 2024, we labored lots on the choice standards by approaching the Family Friendly Company label. It is supported by the affiliation Together for Early Childhood and commissioned by the federal government to fulfill the wants of workers to be extra serene at work and of their household. And that this has an impression on the event of kids whose mother and father work. This label may be very detailed, with audits, and paid. We have refined and simplified our choice methodology and created a questionnaire behind the Family Score.
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The standards relate, for instance, to those questions: does the corporate have a parenting constitution for workers? A parenting advisor? Trained managers? A assist course of for getting back from maternity depart? The chance of gradual return after maternity depart? Organized teleworking? Strict assembly occasions? Help with analysis and financing of childcare? Additional depart similar to paid sick little one days? A proper to disconnect? This questionnaire leads to a rating: that is the Family Score. Before becoming a member of the platform, every firm should acquire a minimal rating to publish its presents there.

What is the purpose for corporations to hunt to recruit mother and father?

Those who come to see us have two causes: first, recruitment. Today, it’s sophisticated to seek out expertise and retain them. We have youngsters slightly later than earlier than and the mother and father usually have between six and ten years of expertise. Recruiters know that they’ve entry to individuals with moderately skilled profiles, usually fairly dedicated and searching for stability of their skilled life.

The second cause, which is correlated, comes from the necessity for corporations to speak about their employer model. Parenthood is turning into a topic more and more checked out by candidates. This permits them to focus on what they do on this space and stand out from the group as a result of, right now, candidates, particularly younger individuals, are very cautious about problems with work-life stability.

The well being disaster has helped lots. This has modified teleworking, flexibility…

Which nations are furthest forward on the hyperlink between parenthood and work?

I like to take a look at what’s being finished overseas. Not every little thing is healthier elsewhere! But it’s true that the Scandinavian nations are very superior by way of stability and sharing of time between the 2 mother and father, significantly by way of the time allotted after the start of a kid. These are excellent examples to observe. I very a lot observe what Switzerland and Belgium are proposing with the precept of job sharing. This entails hiring two individuals, every part-time, in the identical place. This makes it doable to take care of a high-level place part-time, which is sort of inconceivable in France.

However, do you discover that France is shifting on these points?

Yes ! The well being disaster has helped lots. It led to teleworking, flexibility… When we launched the platform, I advised myself that I might not have any presents to supply, that “family friendly” corporations didn’t exist. I used to be stunned to see that an increasing number of individuals are tackling the topic, whether or not for his or her values ​​or to enhance their employer model.

There is a craze about reconciling skilled and private life. It turns into a necessity for recruiters to reap the benefits of it. We supply HR consciousness workshops to implement parenting insurance policies. At the identical time, we provide assist and training for workers. This additionally helps to maneuver the strains inside the firm.

We assist pregnant workers who’re occurring or getting back from maternity depart: anticipating departure, managing the return… But additionally workshops for managers: what to say, what to do, learn how to react, the essential rights of workers… Another signal that issues are altering: many consulting, teaching or service corporations are being created within the parenting sector.