Welcome to One Minute Talent Talk. I’m your host, and today we’re redefining parental leave as a strategic advantage. Amy Beacom, founder of the Center for Parental Leave Leadership, warns that too many organizations see leave “solely about paid time off, administration, and compliance.” Instead, she argues, leave can be “a powerful driver of talent retention, employee well-being, DEI goals, leadership development, and brand reputation.”

Beacom recommends treating parental leave as “unique and sacred.” Start with generous, gender-neutral paid leave. Build a single, well-communicated resource hub. Offer structured planning support before, during, and after leave. Train managers to navigate the process with intentionality, empathy, and clarity. And normalize leave and return as a predictable part of the employee lifecycle, not a disruption.

Large companies can integrate leave into leadership development and use data to improve experiences, while smaller employers can shine through personalization, shared planning templates, and warm, proactive conversations. When organizations treat leave as “a core talent strategy,” they unlock retention, performance, and a stronger workplace culture. That’s your minute—see you next time!
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