Committed to developing new ways to promote mental health and work-life balance programs in the workplace, a new SAP employee wellbeing policy has been launched to assist parents in navigating major transitions in their careers.
This year, SAP has received multiple Employer of Choice Awards, recognitions, and certifications that highlight its efforts to continuously build a desirable work environment for its staff and improve their experiences globally. Addressing the challenges employees currently face and in order to provide them with the support they need especially during these trying times, the German multinational software company has been ramping up initiatives to facilitate a healthy workplace culture that is fundamental for a resilient business.
Last month, SAP Canada forged a partnership with Maturn — a movement that works directly with organisations to bridge the power gap in a bid to boost retention, economic productivity, and senior leadership roles for women in the workplace. As a founding partner, SAP Canada now offers the comprehensive, eight-step program to support female employees throughout their maternity leave.
In Australia, SAP recently unveiled a new employee wellbeing policy that includes up to two years of flexible parental leave, special leave for stillbirths and miscarriages, and an eight-week adjustment back to full-time work. The company has expanded its entitlement to offer 22 weeks of paid parental leave for primary carers and 12 weeks for secondary carers.
Commenting on the program which will take effect on the 1st of December 2021, Debbie Rigger, Head of Human Resources at SAP Australia and New Zealand, stated in the announcement:
“We are a people-focused business and our people are at the heart of our success. We are committed to driving an inclusive and flexible culture at SAP and to do that effectively, being proactive about reviewing and updating our policies is important.”
Navigating Major Transitions in the Workplace with New SAP Employee Wellbeing Policy
Detailing more about the initiative, Rigger explained that SAP changed their parental leave policy a couple of years back to ensure that superannuation was contributed throughout the unpaid period and that it included all families, even those with same-sex parents. Conducting another assessment this year, she said that the company had to make sure that its policies supported and celebrated parents as they embarked on life-changing events.
“One important change for us was to ensure for any pregnancies where a miscarriage or stillbirth occurs after 20 weeks, SAP employees are entitled to the full parental leave period to take the time they need for themselves before returning to the workforce,” Rigger emphasised.
Meanwhile, SAP Australia Solution Architect Sameer Aimandi shared how the company supported him and his wife throughout their combined parental leave periods. He stressed:
“The increased flexibility and support offered by SAP’s updated parental leave policy is another step in ensuring that parents don’t feel like they need to sacrifice professionally to benefit personally.”
The latest initiative is a part of a series of employee wellbeing programs being put in place in SAP ANZ. In April, the organisation also introduced a Life Leave policy that allows staff to take up to five days of paid leave for significant personal purposes such as caring for loved ones, planning a milestone or lifestyle event, or recharging their mental health.
Moreover, the tech giant also collaborated with purpose-driven social enterprise From Babies with Love to deliver a customised newborn gift set to every new SAP parent in Australia and New Zealand. According to SAP, all proceeds will benefit disadvantaged children by providing family housing, education, healthcare, and trauma support.
