Showcase your commitment to working parents through our research-based criteria developed with our partners from the Wharton School
A digital curriculum and benefits platform to help new dads and their partners with everything they need from the Expecting phase through the end of their child’s second year
Fatherly’s policy experts offer specific, evidence-based advice applicable across all levels in your organization
Paternity benefits matter — and not just to dads. Empowering working fathers profoundly improves corporate culture by meeting the needs of mid-career professionals and unwinding implicit prejudices that stall working mothers’ careers and keep working fathers from full participation in family life.
Paternity and non-maternity leave parental benefits — elder care, flextime and remote work - are also powerful recruiting tools and provide recruiting and retention value to employers. Fatherly At Work is built on three research-backed insights into the labor market:
Benefits programs are transforming how companies recruit top-level talent as a competitive job market and specialization put high-salary Millennial job-seekers in the position demand healthier corporate cultures. Some 93 percent of white-collar Millennial workers see parental benefits – and paternity benefit uptake in particular, which is strongly indicative of gender parity in a workforce – as critical. This constitutes a strong incentive for companies to offer benefits that incur significantly lower costs than attrition and aid in recruiting. Fatherly at Work represents a commitment to the sort of practical and humane workplace policies that allow companies to compete.
From a human resources perspective, the conversation around parental benefits often orbits parent leave, but the most critical goal for employers should be opening lines of communication. Leave alone is not enough. This is amply demonstrated by the fact some 57 percent of men don’t take advantage of parental leave offerings. Why? Because job security is the paramount concern for new fathers, many of whom believe they will be penalized for taking advantage of benefits. From an employer perspective, the issue here is not just distrust, but the cost of that distrust. Roughly 70 percent of fathers engage in flextime, but only 10 percent of fathers formalize those arrangements. That means a disproportionate number of dads practice the art of “passing” — a term that describes cheating on one’s employer with one’s family. The result is sub-par performance and employee resentment. The problem can be solved.
Historically, dads have been the beneficiaries of six percent earnings disparity referred to by researchers as the “Fatherhood Bonus.” Moms, on the other hand, are subject to a four percent “Motherhood Penalty.” The cultural reasons for this discrepancy are clear: Fathers are assumed to be committed employees while mothers are assumed to be eyeing the door. This is not merely sexist, it’s untrue. New fathers’ ability to participate as caregivers is positively correlated with the long-term economic health of their families and support in the workplace demonstrably keeps new mothers in the workforce. Therefore, it makes sense for businesses to invest in paternity benefits aimed not only at the working fathers they employ but at the spouses of their working mothers. Demonstrating a holistic commitment to helping working mothers improves a business’s ability to retain and recruit senior-level female executives.
Reach out to your HR, Diversity & Inclusions, and Communications teams so Fatherly At Work can become part of your office policy and culture.
These experts have worked with Fatherly to ensure our certification, content, and consulting offerings provide maximum value to companies and their employees.
Katherine Eyster is the deputy director of workplace programs at the National Partnership for Women & Families, where she helps to strategically envision and execute projects and priorities related to paid leave, equal pay, pregnancy discrimination and sexual harassment.
A professor at the Wharton School of Business and the founding Director of Wharton’s Work/Life Integration Project, Dr. Stewart Friedman is also the bestselling author of Total Leadership, Leading the Life You Want, and the landmark study Baby Bust: New Choices for Men and Women in Work and Family.
Dr. Behson teaches Human Resource Management and Organizational Behavior. As a national expert in work and family issues, Dr. Behson was a featured speaker at the recent White House Summit on Working Families.
What is the commitment to complete the Best Places to Work for Dads certification?
We have created an efficient 30 response questionnaire that can be completed by one person in an hour (no workplace survey is required). Our goal is to focus on parental leave policy + how your culture enables people to take advantage of your policies.
Sample Question: What is the average duration of parental leave that fathers at your company take?
What do I receive if I pass the certification?
Your company will be highlighted in Fatherly’s Honor Roll and gain ability to access Fatherly’s Best Places to Work for Dads Certification digital seal.
What is the submission deadline for Fatherly’s Best Places to Work for Dads Certification?
Submissions are accepted on a rolling basis. In order to be featured in our quarterly Honor Roll please ensure you submit before the following deadlines:
Q1 deadline – December 15
Q2 deadline – March 15
Q3 deadline – June 15
Q4 deadline – September 15
How is Fatherly’s Best Places to Work for Dads Certification different from other “best of” lists?
Unlike other workplace awards, our certification focuses on fathers and incorporates not only policy but culture.
What department at my company should handle the Best Places to Work for Dads certification application?
We have worked with people on Diversity & Inclusion, Human Resources, Communications teams and many more. We’ve found that this depends on your company.
What is your publishing policy?
Materials and information become the property of Fatherly. Fatherly is granted the right to publish any and all related information and materials on Fatherly’s website and any other platform. If you are submitting information in your brief that is for internal eyes only, you must write clear instructions to that effect at the bottom of your application.
Do you accept entries from foreign, non-U.S. countries?
Absolutely! Our program is open to companies from all countries. All information should be submitted in English.
Any questions not covered on this page?
For any other questions, please email us at firstname.lastname@example.org.