{"id":79983,"date":"2024-07-14T15:37:58","date_gmt":"2024-07-14T07:37:58","guid":{"rendered":"https:\/\/version-2.com\/?p=79983"},"modified":"2024-07-10T15:39:59","modified_gmt":"2024-07-10T07:39:59","slug":"our-new-time-off-policy-for-an-inclusive-workplace-2","status":"publish","type":"post","link":"https:\/\/version-2.com\/en\/2024\/07\/our-new-time-off-policy-for-an-inclusive-workplace-2\/","title":{"rendered":"Our new \u201cTime off\u201d policy for an inclusive workplace"},"content":{"rendered":"
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Creating an inclusive, equitable, and diverse workplace isn’t just the right thing to do \u2013 it also helps organizations and their employees thrive. This approach is increasingly relevant as societal norms evolve \u2013 a recent global survey finds that 9% of adults identify as LGBTQ+,<\/b><\/a>\u00a0 highlighting the growing need for policies that reflect this diversity.<\/p>

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While strides have been made in promoting racial and gender diversity, companies have often overlooked the experiences of LGBTQ+ employees. At Nord Security, we addressed this gap and upgraded our “Time Off” policy, offering benefits that go beyond the binary approach.<\/b><\/p>

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Karina Dajorait\u0117-Dirvonskien\u0117, Chief People Officer at Nord Security<\/p><\/div>

Curious about what they are? Karina Dajorait\u0117-Dirvonskien\u0117, our Chief People Officer<\/b>, is here to explain. Read her insights and discover more about an inclusive workplace and the positive changes it brings.<\/p>

Our inclusive “Time off” policy<\/b><\/h2>

Seeing the global growth in LGBTQ+ identification, we realized that many organizations still fall short in fostering inclusion. One example is the persistent barriers the LGBTQ+ community faces in accessing family-related leave benefits. <\/b>This is mainly because not all countries and their legal systems acknowledge LGBTQ+ relationships or parental rights, meaning that employees typically need to use their annual leave for significant life moments. Such inequity is one of the many reasons leading to lower LGBTQ+ employee satisfaction at work<\/u><\/a> and often resulting in resignations<\/u><\/a>.<\/p>

As “future shapers,” we recognize that innovation isn’t just about technology \u2013 it’s also about many things, including adaptability to evolving society. So this June, we enhanced our “Time off” policy,<\/b> ensuring family-related leave is available to all Nord Security employees, regardless of their gender identity, marital status, and family setup.<\/b><\/p>

This became possible because, at Nord Security, we broadened the definition of “family” to include partnerships alongside marriage, allowing our colleagues to take paid days off to celebrate love.\u00a0<\/b><\/p>

We also acknowledged various paths to parenthood \u2013 childbirth, surrogacy, or adoption \u2013 ensuring every parent’s right to paid days off for the arrival of a new family member <\/b>regardless of their gender or family structure, including paternity\/maternity leave, <\/b>parental care days <\/b>and child-related events, such as the school year start.<\/p>

Additionally, we updated the bereavement leave, providing paid days off to grief <\/b>not only traditional next of kin but also family members, <\/b>who are often a vital support network for our LGBTQ+ colleagues.<\/p>

Family commitments are a priority for us. Thus, whenever a significant family matter arises, our company promptly grants time off, with colleagues seamlessly stepping in to cover. As team players<\/b>, we aim that our counterparts can focus on life’s significant moments without work-related worries.<\/p>

The positive effect of inclusivity in the workplace<\/b><\/h2>

Embracing inclusivity in the workplace not only nurtures a supportive environment but also brings tangible benefits that extend from each individual to the entire organization.<\/p>