As part of its pledge to be an inclusive employer, Citi aims to provide meaningful support for parents and caregivers through its enhanced parental benefits.
In the UK, Citi provides global financial services across markets, banking, services and wealth. Employing around 14,000 employees, it is committed to fostering an inclusive culture supported by progressive policies and physical, mental, family, and financial wellbeing benefits.
All of its UK parental leave types are available for employees from the first day of their employment, as part of its goal to offer flexibility and inclusivity, as well as attract and retain diverse talent. Many of its enhanced UK family leave policies provide up to 52 weeks off, with 26 weeks at full pay. It also offers parental bereavement leave, which includes up to 10 paid days off for baby loss at any stage.
The organisation built a business case for offering enhanced parental benefits by strengthening its working families support and partnering with Bright Horizons to offer back-up care for dependants of all ages, explains Jenny Rolfe, head of UK benefits and wellbeing at Citi.
“This service helps employees manage care disruptions and adapt to changing needs, supporting flexible working and inclusion,” she says. ”Based on positive feedback and usage, we increased the annual allocation to 20 sessions per employee.”
To maximise awareness and take up of the enhanced parental benefits, Citi’s benefits team collaborated with Bright Horizons’ client engagement team to launch a targeted communications campaign. This included launch events, pop-up stands, content at benefit roadshows and features in its monthly newsletter Live Well at Citi and online wellbeing hub.
Citi has seen advantages to offering enhanced parental benefits, which have yielded tangible results. In the past year, it saw a significant increase in back-up care registrations, and 70% of registered employees created a personal plan to guide their parental leave transition.
Citi’s employees are always at the heart of the organisation’s decision-making, explains Rolfe.
“Through continuous dialogue, especially via employee resource groups, we ensure our benefits evolve in response to real needs and feedback. We remain committed to improving our support structures and creating a workplace where everyone can thrive,” she says.
