{"id":204030,"date":"2026-10-05T10:39:04","date_gmt":"2026-10-05T08:39:04","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/factorial-play\/videos\/parent-friendly-company-culture\/"},"modified":"2026-10-05T10:39:04","modified_gmt":"2026-10-05T08:39:04","slug":"parent-friendly-company-culture","status":"publish","type":"factorial_video","link":"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/","title":{"rendered":"Parent-Friendly Company Culture"},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_video_type":"highlight","_related_series":192403,"_related_episode":204009,"_related_season":0,"_video_source":"vimeo","_youtube_video_id":"","_vimeo_video_id":"1208090197","_speaker_id":204008,"_video_description":"In addressing the question of how companies should position themselves on parenthood, Pamela Corbin-Audoux and Juliette Abbona emphasize the importance of affirming a clear commitment to parental policies. This approach not only enhances internal consistency and aligns with the company\u2019s values but also strengthens the employer brand, crucial for attracting younger talent sensitive to these issues. They point out that candidates increasingly inquire about a company\u2019s actions regarding diversity, inclusion, and social responsibility during interviews, making it essential to back up claims with genuine actions. Effective communication, training, and awareness are vital for successful parental policies and overall team management. According to the speakers, aligning internal practices with stated values can significantly influence employee retention and satisfaction. Don\u2019t miss more tips and insights on leadership and team management in the full episode.","_video_transcription":"00:09 - Third question.How should my company position itself on the question of parenthood?\n00:15 - A: Affirm a clear commitment.B: Stay discreet.C: Stay neutral.\n00:21 - D: The Joker.I'll go with B: stay discreet \u2014 priority on internal consistency above all.\n00:28 - I'll go with A: Affirm a clear commitment.I chose answer A, for once without hesitating,because I think it's important as an employer to affirm your commitment on the topic of parenthood.\n00:50 - It's a topic that affects quite a lot of employees in companies,and it seems crucial to me to affirm your policy,your processes around the policy related to parenthood \u2014 both in order to have an impact internally on company culture, because in my view it's also a lever for employee retention, but also in terms of employer brand,because it will also have an impact on the company's attractiveness \u2014 while emphasizing the importance of communicating, yes, but also having concrete actions internally to avoid the hot air that deflates and leads to disappointment.\n01:40 - I pretty much agree with what you're saying.Which is why I oddly answered something completely different.\n01:45 - Staying discreet, for me, means prioritizing internal consistency.\n01:49 - Are what we're doing genuine actions, or are we just making a big splash externally to attract people who will then be disappointed if we don't actually have actions in place?\n01:58 - There are many companies today \u2014 especially companies looking to attract younger talent to reshape the lower end of their age pyramid, who need to bring in populations that are much more sensitive to these questions of parenthood,even when those people aren't necessarily parents themselves.\n02:20 - We see this often on questions of diversity and equity in the workplace, where you have candidates who,right in the interviews, say: What are you doing in terms of diversity and inclusion?\n02:30 - It might not always be framed exactly like that \u2014 it could be: What are you doing for disability?\n02:34 - What are you doing for social impact?Etc.All of those topics \u2014 environment, sustainability, governance, works council,CSR \u2014 as it's called in France, Corporate Social Responsibility.\n02:47 - All of those are topics that still matter deeply to talents who today won't hesitate to leave if there is a misalignment between what is said and the actions that are taken.\n03:01 - And I think that among all the answers we've given,we keep coming back to the same topics: doing what we said we were going to do, communicating, training, raising awareness.\n03:13 - And I think it's through all of those actions that the success of any parental policy \u2014 or any other topic \u2014 is achieved.\n03:22 - Thank you very much for your answers.The discussion is now over. Thank you.\n03:25 - Thank you.I really enjoyed having this debate with you.\n03:28 - It was great.\n03:33 - I found it interesting because our answers ended up being quite complementary in the end.\n03:39 - It's really a pleasure to have a debate like this.","_has_trailer":false,"_trailer_vimeo_id":"","_trailer_youtube_id":"","_video_duration":"","_video_thumbnail":""},"categories":[937],"factorial-categories":[],"class_list":["post-204030","factorial_video","type-factorial_video","status-publish","hentry","category-team-growth"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Parent-Friendly Company Culture | Factorial<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/\" \/>\n<meta property=\"og:locale\" content=\"sr_RS\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Parent-Friendly Company Culture\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorial.com\/wp-content\/uploads\/2025\/11\/17131146\/factorial-open-graph.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"628\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/\",\"url\":\"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/\",\"name\":\"Parent-Friendly Company Culture | Factorial\",\"isPartOf\":{\"@id\":\"https:\/\/factorial.com\/blog\/sr\/#website\"},\"datePublished\":\"2026-10-05T08:39:04+00:00\",\"dateModified\":\"2026-10-05T08:39:04+00:00\",\"inLanguage\":\"sr-RS\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/factorial.com\/blog\/sr\/factorial-play\/videos\/parent-friendly-company-culture\/\"]}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/factorial.com\/blog\/sr\/#website\",\"url\":\"https:\/\/factorial.com\/blog\/sr\/\",\"name\":\"Factorial\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\/\/factorial.com\/blog\/sr\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/factorial.com\/blog\/sr\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"sr-RS\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/factorial.com\/blog\/sr\/#organization\",\"name\":\"All-in-one business management software - 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