GO has announced the introduction of paid pregnancy loss leave, offering women four weeks of paid leave in the event of pregnancy loss. This new policy is a welcome addition to GO’s well-being programme in support of its people.
“We fully recognise the impact that pregnancy loss can have on our people, and just as we have offered the necessary and appropriate support in the past, this policy provides them with a structured offering during such difficult times. This is just another step forward in providing them the time and space they need to grieve and recover without the added stress of worrying about their financial situation,” explained Sarah Mifsud, Chief People Officer at GO.
The introduction of this policy is truly innovative and forward-looking for local companies as it goes above and beyond the statutory requirements determined at law, highlighting GO’s commitment towards becoming a more compassionate and inclusive employer.
According to the World Health Organisation, losing a baby in pregnancy through miscarriage or stillbirth is still a taboo subject worldwide, linked to stigma, shame and guilt. Many women still do not receive appropriate and respectful care when their baby dies during pregnancy or childbirth. It is often a subject surrounded by silence and one which is undoubtedly devastating and traumatic for those experiencing it.
“We are very proud of the well-being initiatives we have been introducing for our people because we believe in our responsibility as employers to provide a working environment which prioritizes the family unit. Introducing measures such as paid pregnancy loss leave, paid leave for the non-birthing parent, hybrid roles and flexible working, assists people in balancing their work and family life,” added Ms Mifsud.
GO reiterated that these initiatives play an important role in encouraging and attracting young girls and women to explore careers in traditionally male-dominated sectors, such as telecommunications knowing that they will be fully supported in every aspect of their professional and personal lives.
“Overall, the company is committed to promoting a diverse and inclusive workplace, where all employees are valued and supported. Not only do we support the impacted employee, but we also have measures in place to help the individual transitioning back to work by ensuring that our management team is adequately trained to deal with such situations,” concluded Sarah Mifsud.