In the realm of American parenting, financial considerations often rank high on the list of priorities when starting or expanding a family. Unfortunately, the U.S. remains one of the few countries that does not mandate paid parental leave, leaving many new parents without adequate support after childbirth. To bridge this gap, a company named Kickstand Communications is taking a remarkable approach by providing new parents with an immediate $6,000 annual salary increase, along with a monthly stipend of $500 for working parents.
Co-founder Laura Simmons shares with us that both she and her business partner, Jake Foster, understand the challenges that come with balancing work and family life, having navigated their own experiences. “Our family grew from one child in 2017 to five by 2019. Each maternity leave and the support we needed varied greatly with each addition. These experiences have directly influenced the flexible benefits we offer,” Simmons explains.
Many new parents, particularly mothers, often feel compelled to leave the workforce due to the high costs of childcare or lack of flexibility in their jobs. Offering increased pay can significantly alleviate some of these pressures, helping parents maintain their careers. “Nothing is more costly than losing valuable employees,” Simmons emphasizes.
She also notes the importance of adapting benefits to fit the unique needs of employees. “Employers should explore creative ways to show their support. Some may find it easier to provide flexible hours or additional time off, while others might prefer offering stipends or financial benefits. The key is to implement solutions that align with both the organization’s structure and the needs of employees.”
The pandemic has impacted many parents, with estimates suggesting that up to 3 million mothers may have left their jobs. Companies like Kickstand, committed to supporting families, could potentially lower this number significantly. A question that arises is how child-free employees perceive these benefits. Simmons reveals that there has been no pushback from non-parent employees; rather, they have shown strong support for the initiative. “Our team recognizes the unique challenges faced by working parents and understands that if they encounter similar obstacles, we’ll be there to support them as well.”
In addition to the substantial raise, Kickstand Communications provides a comprehensive parental leave policy, which they call “design your own.” This policy offers 12 weeks of fully paid leave, which can be taken flexibly within the first year after a child is born or adopted. They also take an innovative approach to bereavement leave, allowing employees to use up to 15 days of paid time off without needing to specify a relationship. Furthermore, employees benefit from three “mental health hours” each week, enabling them to take breaks without questions asked. Wellness and social stipends are also provided, encouraging staff to prioritize their health and well-being.
Ultimately, Simmons believes that these generous benefits not only attract parents but also demonstrate to all employees the type of company Kickstand strives to be. “Even small gestures can significantly convey what kind of employer you are,” she concludes.
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Summary
Kickstand Communications is setting a new standard in workplace benefits by offering new parents a substantial $6,000 annual raise and a monthly stipend. With a personal understanding of the challenges faced by working parents, the company’s co-founders have designed flexible benefits to support their employees. Their innovative parental leave policy and additional perks emphasize a commitment to family values, which resonates positively across the entire workforce.
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