Bain Middle East
In your opinion, what makes parent-friendly workplaces the wave of the future?
In today’s context of an escalating war for talent, supporting the diverse needs of our people is and will remain a fundamental business imperative for Bain, beyond it being the right thing to do. This is even more important looking forward, as workforce motivations and expectations are changing, with employees increasingly prioritizing holistic well-being and seeking a workplace that supports their personal and familial needs. We believe that organizations that fail to provide adequate parent-friendly support for their workers will struggle to attract, retain and empower working parents. Recognizing this trend, Bain is committed to leading the charge in creating inclusive environments where all employees can thrive.
Please share ONE unique parent-friendly workplace initiative that your organization is particularly proud of and has made the biggest impact on your employees.
The flexible working policies provided by Bain for hybrid working are truly unique. For parents to have the ability to work from home 1-2 days per week throughout the year directly impacts work life balance positively and is a differentiator for our people. We saw the positive impact of this flexibility during COVID with improved Net Promoter Scores, and unlike many other firms, we have never looked back! Additionally, the option for Bainies to spend the summer months on a longer ‘work remote period’ from international locations is something we are very proud to offer. This enables our people to align with children’s holiday schedules, be closer to extended families, escape the summer heat, and remain connected with family and friends around the world, all of which are so important for our talent.
What are some of the business benefits (such as on retention, satisfaction, productivity. etc.) you have seen from being a parent-friendly workplace?
At Bain, we are deeply committed to building extraordinary teams and fostering an environment where every employee can bring their best and authentic selves to work. This commitment extends to our efforts in creating a parent-friendly workplace, where we prioritize the needs of working parents. By implementing parent-friendly initiatives, we not only support the diverse needs of our teams but also contribute to higher levels of retention among working parents. We know that when parents feel supported in balancing their professional responsibilities with their family commitments, they are more likely to be engaged and stay for longer at Bain, which is crucial for their growth and our business model. This is particularly relevant for women in consulting, given in our business it’s not uncommon to see women leave mid-career due to the difficulty of balancing personal and professional commitments – parent (and mothers’) friendly policies help us retain top performing female talents and promote gender equity.
Furthermore, by having diverse teams, empowering parents to manage their time effectively and with flexibility, and by promoting a culture of trust and inclusivity, we enhance innovation and decision making within our teams, with our employers being more likely to contribute their best ideas and efforts. In our gender equity work for example we show that more diverse teams are 4X more innovative, supporting our mission of setting new standards of excellence with our clients, driving the success and competitiveness of our organization in the industry.
Your Parental Leave Playbook for parents and your Big Sister program support your employees in a special way. Please share real story(s) (anonymous if you prefer) where your employees have benefited from this support.
Parental Leave Playbook:
“As a to-be parent the right support from your workplace can go a long way in your journey to parenthood. The Bain family brings the right mix of emotional support backed by a strong parental policy that goes above and beyond the regional guidelines. The firm goes the extra mile ensuring the physical and mental wellbeing of new parents by giving them flexibility and time to cherish these moments and navigate new challenges. Starting from when you want to start maternity during pregnancy, to when you want to join back – the firm has been very accommodating. A few things especially stand out for me: continuous dialogue since pregnancy to ensure personal comfort through choice of projects (topics, teams, travel norms), leaders being not just supportive but encouraging to take the time off and focus on family, and the immense love showered by my colleagues through messages and home visits etc. In essence, truly an exemplary experience.” (Monika Singh, Associate Partner)
Big Sister program:
“Our Big Sister program at Bain empowers our employees, fostering a culture of support, mentorship, and shared experiences. It basically consists of matching each junior lady to another who has been at Bain for longer and would play an informal mentorship and support role. The program is a source of empathy, solidarity, and motivation. Participants find the program valuable, not only in improving their consulting skills but also in giving them a sense of belonging and resilience. You can talk with your Big sister about anything: work, inclusion, family, challenges, aspirations, life outside Bain, etc. For us as organizers, it has been a pleasure to drive this program since its inception in 2020, think about every single matching and make sure we allocate the individuals based on the most pressing interests and needs for them to thrive” (Marissa Tawer, Manager & Kiara Butrosoglu, Consultant)
“Since day one at the organization, having a big sister has been super helpful and comforting. I recall numerous late-evening calls during my first few months at Bain to update my Big Sister on my case experiences, seek advice on navigating challenging situations with my supervisor, complain, exchange ideas, etc. and each interaction was really very productive. It made a huge difference and our relationship evolved from mentorship to a wonderful friendship.” (Osheen Arora, Consultant)
“Many companies ‘talk the talk’ about supportive culture and inclusive environment, but Bain Middle East really ‘walks the walk’. My family has been through the most challenging time, with serious health issues for my 2-year old son and I couldn’t have asked to be part of a more supportive, caring and human organisation. Bain’s leadership team and my colleagues ensured that I could take the time I needed to be with my family with extended leave, unparalleled support and continuous commitment to my career and professional growth upon my return to work. I am now a proud Bain partner, a proud father to a son who beat his disease and to another son who joined us during the battle, and a proud husband supporting my wife in giving back to society and parents / children fighting the same battle, through our social enterprise ‘Abtaluna’.”
”Bain Middle East policies have supported me throughout my journey as a parent – from (pre) pregnancy: amazing healthcare benefits, a focus on wellness and extended maternity leave; to supporting my return to work in a part time capacity after delivery; to my transition back to full time as my children started school. Without the leadership support and institutional structure, it wouldn’t have been possible to develop in my career as well as enjoy being a parent – thank you for enabling me to be happy and fulfilled in all aspects of life – which in turn has kept me at Bain for over a decade!”
“Bain’s supportive policies and leadership facilitated my seamless transition through the maternity leave. Six months of extended leave provided invaluable bonding time with my newborn and allowed me to prioritize my well-being. During the leave, I was promoted in the performance cycle, boosting my confidence and reinforcing my belief in my firm’s commitment to fairness. The thoughtful ramp-down/ramp-up processes, coupled with open communication from an engaged leadership team, made the journey smooth and positive.”
