Being a "Pioneer" in Global Maternity Benefits: Vodafone's Talent Retention Strategy




Case Details Case Introduction 1 Case Introduction 2 Case Excerpts

Abstract

On March 6, 2015, Vodafone launched its maternity benefits policy which was applicable globally in all the countries in which it operated. The policy offered a minimum of 16 weeks of fully paid maternity leave and full pay for a 30-hour week for the first six months after a new mother returned to work. The minimum mandatory benefits were applicable for all its markets irrespective of whether the states mandated it or not. The initiative was the brainchild of Sharon Doherty, Vodafone's Organization and People Development Director, and was based on a KPMG study.

The policy was described, by Vodafone, as “”generous” to its female employees in the US, Africa, the Middle East, and the Asia Pacific as these regions offered fewer days of leave for would-be mothers and their leave after maternity. Though other companies did offer maternity benefits to employees, these were not globally applicable. According to Vodafone, the new maternity policy in addition to benefiting its female employees would also help the company save on recruitment and training costs. Sharon Doherty felt that in addition to employee retention, the policy would help the company in its recruitment efforts and in increasing the number of women in senior leadership positions to 30%.

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Issues

The case is structured to achieve the following teaching objectives:

  • Understand the issues and challenges in global human resource management and talent management.
  • Understand the issues and challenges in creating a women-friendly organization and promoting more women to leadership roles.
  • Understand issues related to employee retention, productivity, etc.
  • Analyze Vodafone’s maternity leave and benefit policy.
  • Discuss and debate whether other companies will follow Vodafone’s lead, and the issues involved in doing so.

Contents
INTRODUCTION
ABOUT VODAFONE
THE “PLUS 1” PRINCIPLE
GETTING WOMEN ON BOARD
IMPETUS TO THE NEW MATERNITY POLICY
INPUTS FROM KPMG STUDY
LAUNCHING THE POLICY
UNIQUE AND PIONEERING
THE OTHER VIEW
LOOKING AHEAD
EXHIBIT

Keywords

Global Human Resource Management, Talent Management, Talent retention strategy, People Development, Employee Benefits, Maternity benefits policy, Diversity management, Gender diversity, Creating a women-friendly organization, Promoting women to leadership roles, Employee retention, Productivity

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