“Recently, I have found myself referencing the age-old proverb ‘actions speak louder than words.’ I think most of us know what this means but the basic premise is you can lie behind words, but you can’t lie behind actions.”
Introduction
In February, my husband and I welcomed our first child into this world. The days and weeks following the birth of our daughter were some of the most physically and emotionally exhausting moments of my life. Leading up to her delivery date I tried my best to delegate my work, get things organized, and set expectations for what things would be like when I return. I had several conversations with close colleagues and team members about my concerns with what life would be like as a mother and a VP.
As I got closer and closer to my delivery date, I realized how fortunate I am to work at a company that is willing to recognize and appreciate the significance of starting and growing a family. The time that I spent with my daughter during the first few months of her life is a time I will never forget, I will hold on to it forever, and I am so grateful for the time I was given.
A New Way to Work
Summit did not have a Parental Leave policy when I started almost six years ago. I did not find this unusual, or a priority when I took my job as marketing manager. Life was very different and so was Summit. The AEC (Architecture, Engineering, Construction) industry is known to be a male-dominated industry, so parental leave has rarely been a priority for most firms as they put together their benefits packages. With a focus on getting more women into the industry and creating a stronger emphasis on family culture and work/life balance, I am proud of the work that Summit (specifically our HR team and leadership team) did to add a parental leave policy to our benefits.
Some people reading this might be thinking “it’s 2022 and they/we are just now rolling out a parental leave policy…” I agree that it’s long overdue, but this is not a change that can be made overnight. Our HR Director has had this on her radar for a long time. She has been gathering intel, attending forums, doing research, crunching numbers, and working closely with leadership to develop a policy.
Last year we launched a Women’s Leadership and Development group and from that, we got feedback that maternity leave/family leave needed to be a priority. Fortunately, we were able to respond to that request quickly because the groundwork was already laid, and Summit’s values and culture were firmly in place to support the change.
What it Means to Value our Families
Recently, I have found myself referencing the age-old proverb “actions speak louder than words.” I think most of us know what this means but the basic premise is you can lie behind words, but you can’t lie behind actions. Designing and implementing a parental leave policy is an action that helps reinforce the culture that Summit is working to create for employees. We can say we are One Big Family all day long, but how can we big One Big Family at work, if we don’t value the family at home? The addition of this benefit also shows the evolution of Summit and the steps that we are taking to be inclusive, balanced, and flexible to respond to the needs of our employees.