Two of the major barriers for families who want to adopt are the cost of the adoption process and the time needed away from work.
Janice has always wanted children. At 35, she has decided to adopt and become a single parent. But, she is worried how can she take on the role of single mother while balancing her career? What will the adoption process entail? How will she handle the financial aspects of the adoption?
Fortunately for Janice, her employer offers adoption benefits. Not only will her employer contribute advice and assistance, it will reimburse her for up to $3,000 of any adoption-related expenses. The employer provides a standard four weeks of adoption leave during which she and the child can bond. Once she returns to work, Janice’s employer offers flextime to help her juggle her new schedule.
Janice is lucky, and so are a growing number of American-employees. Adoption benefits are not new and the number of U.S. firms that provide these benefits is steadily rising. Unfortunately for Canadians this trend has not yet reached north of the border, even though Canadian business often takes its lead from the U.S.
Why Canadian companies don’t offer adoption benefits are unclear; why they should is outlined below.
ADOPTION
Adoption, once the domain of infertile couples seeking healthy infants, has changed. Adopters now include many single, first-time parents and couples who choose to add to their families through adoption.
As adoption has gained acceptance as a way of beginning or adding to a family, employees and employers alike have become more interested in adoption benefits.
FINANCIAL ASSISTANCE
Although there are a variety of ways employers can support employees who are interested in adopting, the most common benefit has been to provide reimbursement for financial expenses.
In 1999, 31 per cent of U.S. employers offered adoption reimbursement benefits, versus 26 per cent in 1997 and 15 per cent in 1992,according to a survey of 1,020 employers by Hewitt Associates.
In addition, a 1997 survey, National Surveys on Employer Adoption Benefits, conducted by the National Adoption Centre and the Centre for Work and Family at Boston College, found that of those employers who provided adoption benefits, financial assistance is the most common type of benefit. Sixty-four per cent of employers surveyed report that they offer financial assistance, with 65 per cent offering between $2,000 and $3,000.
RESOURCE AND REFERRAL
Making the decision to adopt a child is the start of an often stressful, time-consuming process. From beginning to end — researching the different types of adoption, finding an agency or other resource to work with, waiting for the child, travelling to get the child, beginning a new life as a family, completing the finalization process — adoptive parents need information and referrals.
That is why many companies offer adoption assistance through a company-sponsored resource and referral network. In fact, National Surveys on Employer Adoption Benefits found that 58 per cent of employers provide resource and referral information about adoption. Interested employees can learn about the adoption process, get referrals to adoption agencies and adoption legal services, and seek additional support throughout the adoption process. Employers benefit directly when employees are able to access the information easily, rather than spending months researching adoption options, often on company time.
ADOPTION LEAVE
Adoptive parents seek equity in an organization’s leave policy. They want the same benefit with respect to paid leave (granted as disability or sick time) and for a period of time to adjust to having a new member of the family. But, while the decision to provide adoption reimbursement and/or adoption information is rather easy, adoption leave is more complex and often controversial. Adoptive parents may need to be away from work at a moment’s notice and, depending on the location of the child and the ease of the adoption process, for an indeterminate amount of time.
Despite the challenges, more organizations are recognizing that paid leave for adoption is a necessary benefit. The National Surveys on Employer Adoption Benefits found that 37 per cent of employers offer paid leave, which includes specific paid leave for adoption, as well as the ability to use accrued leave such as vacation or sick time for adoption leave. Employees often use much of their available leave during the adoption process. As such, 54 per cent of these employers allow adoption leave to be taken before the placement of the child.
MAKING THE CASE FOR ADOPTION BENEFITS
Companies have different — and often multiple — reasons for offering adoption benefits. Any, and all, of these reasons will help an organization create a family-friendly environment and will positively impact the bottom line.
•Low cost: the cost to the employer to provide adoption assistance is rather minimal, perhaps because the utilization rate is typically low. Less than one-half of one per cent will utilize adoption benefits during any given year, according to the National Adoption Centre.
•Establishing equity: employees who choose parenthood through adoption should receive benefits that are comparable to those who have children biologically. For companies that have traditionally offered excellent maternity and paternity benefits, providing adoption benefits allows adopting parents to meet their specific needs.
•Keeping pace with current benefit trends: adoption assistance is one of the fastest growing benefits offered by family friendly companies in the U.S. Among high-profile firms, it is the eighth most prevalent work/life benefit. In fact, 60 of Fortune magazine’s “Best 100 Companies to Work for in America” offer adoption assistance.
•Building employee loyalty and satisfaction: any number of work/life surveys has found that employee satisfaction directly impacts productivity. Offering adoption benefits has become an increasingly larger piece of the competitive edge employers have. To both dual-career couples and single, unmarried employees considering adoption, offering adoption assistance builds loyalty and commitment. Even employees who do not adopt are apt to be proud of their employer for offering this needed benefit.
•Giving back to the community: Implementing an adoption assistance program is a sign that an employer acknowledges the importance of families and children.
A growing number of employers recognize their role in providing support to employees who adopt. It is no wonder. In reality, less than one-half of one per cent of any employee population will use adoption benefits.
Yet, offering adoption assistance — whether financial reimbursement, resource and referral, adoption leave, or a combination of all three — is linked to an organization’s culture.
For companies that strive to be family-friendly and employers-of-choice, the value of offering this low-cost benefit can be measured in the appreciation and loyalty of employees — and in the affect this enhanced commitment has on retention and, ultimately, the bottom line.
Ann Vincola is a senior partner of Corporate Work/Life Consulting, a subsidiary of Knowledge Beginnings. She can be reached at (508) 693-6479.
Fortunately for Janice, her employer offers adoption benefits. Not only will her employer contribute advice and assistance, it will reimburse her for up to $3,000 of any adoption-related expenses. The employer provides a standard four weeks of adoption leave during which she and the child can bond. Once she returns to work, Janice’s employer offers flextime to help her juggle her new schedule.
Janice is lucky, and so are a growing number of American-employees. Adoption benefits are not new and the number of U.S. firms that provide these benefits is steadily rising. Unfortunately for Canadians this trend has not yet reached north of the border, even though Canadian business often takes its lead from the U.S.
Why Canadian companies don’t offer adoption benefits are unclear; why they should is outlined below.
ADOPTION
Adoption, once the domain of infertile couples seeking healthy infants, has changed. Adopters now include many single, first-time parents and couples who choose to add to their families through adoption.
As adoption has gained acceptance as a way of beginning or adding to a family, employees and employers alike have become more interested in adoption benefits.
FINANCIAL ASSISTANCE
Although there are a variety of ways employers can support employees who are interested in adopting, the most common benefit has been to provide reimbursement for financial expenses.
In 1999, 31 per cent of U.S. employers offered adoption reimbursement benefits, versus 26 per cent in 1997 and 15 per cent in 1992,according to a survey of 1,020 employers by Hewitt Associates.
In addition, a 1997 survey, National Surveys on Employer Adoption Benefits, conducted by the National Adoption Centre and the Centre for Work and Family at Boston College, found that of those employers who provided adoption benefits, financial assistance is the most common type of benefit. Sixty-four per cent of employers surveyed report that they offer financial assistance, with 65 per cent offering between $2,000 and $3,000.
RESOURCE AND REFERRAL
Making the decision to adopt a child is the start of an often stressful, time-consuming process. From beginning to end — researching the different types of adoption, finding an agency or other resource to work with, waiting for the child, travelling to get the child, beginning a new life as a family, completing the finalization process — adoptive parents need information and referrals.
That is why many companies offer adoption assistance through a company-sponsored resource and referral network. In fact, National Surveys on Employer Adoption Benefits found that 58 per cent of employers provide resource and referral information about adoption. Interested employees can learn about the adoption process, get referrals to adoption agencies and adoption legal services, and seek additional support throughout the adoption process. Employers benefit directly when employees are able to access the information easily, rather than spending months researching adoption options, often on company time.
ADOPTION LEAVE
Adoptive parents seek equity in an organization’s leave policy. They want the same benefit with respect to paid leave (granted as disability or sick time) and for a period of time to adjust to having a new member of the family. But, while the decision to provide adoption reimbursement and/or adoption information is rather easy, adoption leave is more complex and often controversial. Adoptive parents may need to be away from work at a moment’s notice and, depending on the location of the child and the ease of the adoption process, for an indeterminate amount of time.
Despite the challenges, more organizations are recognizing that paid leave for adoption is a necessary benefit. The National Surveys on Employer Adoption Benefits found that 37 per cent of employers offer paid leave, which includes specific paid leave for adoption, as well as the ability to use accrued leave such as vacation or sick time for adoption leave. Employees often use much of their available leave during the adoption process. As such, 54 per cent of these employers allow adoption leave to be taken before the placement of the child.
MAKING THE CASE FOR ADOPTION BENEFITS
Companies have different — and often multiple — reasons for offering adoption benefits. Any, and all, of these reasons will help an organization create a family-friendly environment and will positively impact the bottom line.
•Low cost: the cost to the employer to provide adoption assistance is rather minimal, perhaps because the utilization rate is typically low. Less than one-half of one per cent will utilize adoption benefits during any given year, according to the National Adoption Centre.
•Establishing equity: employees who choose parenthood through adoption should receive benefits that are comparable to those who have children biologically. For companies that have traditionally offered excellent maternity and paternity benefits, providing adoption benefits allows adopting parents to meet their specific needs.
•Keeping pace with current benefit trends: adoption assistance is one of the fastest growing benefits offered by family friendly companies in the U.S. Among high-profile firms, it is the eighth most prevalent work/life benefit. In fact, 60 of Fortune magazine’s “Best 100 Companies to Work for in America” offer adoption assistance.
•Building employee loyalty and satisfaction: any number of work/life surveys has found that employee satisfaction directly impacts productivity. Offering adoption benefits has become an increasingly larger piece of the competitive edge employers have. To both dual-career couples and single, unmarried employees considering adoption, offering adoption assistance builds loyalty and commitment. Even employees who do not adopt are apt to be proud of their employer for offering this needed benefit.
•Giving back to the community: Implementing an adoption assistance program is a sign that an employer acknowledges the importance of families and children.
A growing number of employers recognize their role in providing support to employees who adopt. It is no wonder. In reality, less than one-half of one per cent of any employee population will use adoption benefits.
Yet, offering adoption assistance — whether financial reimbursement, resource and referral, adoption leave, or a combination of all three — is linked to an organization’s culture.
For companies that strive to be family-friendly and employers-of-choice, the value of offering this low-cost benefit can be measured in the appreciation and loyalty of employees — and in the affect this enhanced commitment has on retention and, ultimately, the bottom line.
Ann Vincola is a senior partner of Corporate Work/Life Consulting, a subsidiary of Knowledge Beginnings. She can be reached at (508) 693-6479.
