November is National Adoption Month—a perfect time to reflect on how we support non-traditional families in the workplace. But this should be celebrated year round. While adoption, fostering, surrogacy, and blended family structures are becoming more common, workplace policies don’t always account for these diverse paths to parenthood. In a recent Deep Dive conversation on LinkedIn, Parento’s Director of Parent Experience, Amanda Hemm, spoke with Carolyn Batyske, co-founder of Tiny Organics. They discussed the gaps and opportunities for employers to support adoptive, foster, and non-traditional families, with a focus on inclusive leave policies that reflect all the ways families come together.
It’s time to move beyond traditional definitions of parental leave and build a future where all families—regardless of how they are formed—have the support they need to thrive. While many state programs, like Paid Family Leave (PFL), offer support for adoptive and foster families, company-specific policies often lag behind. There were 3.6 million births last year, and about 150,000 on average adoptions each year with 50,000 coming from foster care. Many of these families face limitations in current policies, so truly inclusive parental leave policies that support all family structures need to go beyond just being gender-neutral.
For employees navigating these family structures, challenges arise when traditional leave policies only recognize birth-related needs.
For example, common red flags for parental leave policies are when companies predesignate a primary caregiver or do not separate pregnancy disability from a parental leave. This leaves many non-traditional families wishing to take parental leave at a disadvantage.
Unlike birth-related parental leave, adoption and fostering involve home studies, court appointments, social worker visits, and therapy sessions. Here are a few things that aren’t considered in a traditional parental leave policy:
Inclusive parental leave policies can make all the difference, not only for individual employees but also for companies aiming to retain top talent.
While companies are beginning to bridge the gap in inequitable policies, more work is needed to ensure policies reflect the diversity of modern families - from LGBTQ+ parents to stepfamilies and adoptive and foster parents. Here are some ideas for companies to improve their parental leave policies:
Offer Paid Leave for Adoption and Foster Care
Adoptive and foster parents need time to bond with children and attend essential appointments. Extending paid leave to include these situations ensures employees feel supported regardless of how they become parents. This is especially important in states without PFL programs.
Recognize the Complexity of Family Structures
Modern families include stepparents, same-sex parents, and co-parenting arrangements. Companies can support these employees by offering flexible parental leave, recognizing that bonding with an older child is different from caring for a newborn. Different types of families are incredibly common but infrequently the voice for parenting.
Provide Flexibility to Support Legal and Administrative Processes
Whether it’s adoption court dates, home studies, or meetings with social workers, companies should offer flexible schedules or additional paid time off to accommodate these requirements.
To remain inclusive, it’s important that any flexible work schedules are also extended to non-parent employees so it’s a blanket cultural position.
Extend Fertility and Family-Building Benefits
While many companies now include fertility treatments in their benefits, fewer offer support for adoption and surrogacy. Expanding these benefits ensures that all employees can build their families without financial strain, regardless of their path to parenthood.
Educate Leaders on Family Diversity
Leaders play a vital role in fostering an inclusive culture. Compassionate leadership builds trust and promotes belonging, leading to higher employee engagement and retention. Both policies and practices need to be clear, with leadership that trusts their employees.
SHRM’s 2023 Employee Benefits Survey found that 39% of companies now offer paid parental leave, not just maternity or paternity leave, and many are expanding policies to reflect the evolving family structures beyond traditional definitions of family building. Inclusive parental leave policies are not just about doing the right thing—they also make good business sense. Research shows that employees who feel supported by family-friendly policies are more loyal, engaged, and likely to stay with their employers. With more inclusive policies, businesses can support their employees and foster a culture of belonging, trust, and understanding—one family at a time.
As we celebrate National Adoption Month, let’s commit to creating workplace environments where every employee feels empowered to bring their whole self to work—family included. The path to parenthood may differ, but the end goal is the same: to build strong, loving families. Employers have a unique opportunity to lead by example, crafting policies that honor the many ways families come to be. Whether through adoption, fostering, surrogacy, or blended families, every family deserves recognition, respect, and support. Chat with our team to learn more about how Parento can help craft an equitable paid parental leave program that grows with you and your employees.
