What steps did AMC Networks take to cultivate a parent-friendly culture? 

Jennifer: Each year, we review our slate of benefits and look to enhance our programs and add innovative and unique benefits based on feedback from our employees. For instance, we have removed a common “one year of trying” rule imposed by some insurers regarding in-vitro fertilization, a boon to both heterosexual and same-sex couples. A newer initiative, Rethink, provides 24/7 access to coaching and resources for families with children with ongoing challenges or a developmental disability. Another benefit we offer provides for up to 10 days of backup childcare (in-home and external), as well as resources for in-home elder care. 

What are the parent-friendly workplace practices that AMC Networks has implemented? 

Jennifer: One of the most successful initiatives that we have implemented at AMC Networks was developed in partnership with our Parent and Caregiver Employee Resource Group (PACE). PACE is one of our ERGs and has effectively built a community of parents and caregivers that provide a community for parents and caregivers to address the issues that matter most to them. They have hosted seminars, shared resources, and encouraged each other while navigating the balance between being a caregiver and employee. One major change they influenced was an improvement to our mothers and wellness rooms in our offices. Most recently, PACE partnered with a parent coach to offer one-on-one sessions with their members and shared tips around parenting in the midst of coronavirus-related lifestyle shifts.  

What employee benefits help support employees who are parents?  

Jennifer: In addition to our childcare program through Bright Horizons, we offer their College Coach program that assists families with kids heading into their college years to provide support and guidance with the college admissions process. Health Advocate is our EAP and it is also a resource for many things such as finding childcare providers, day care centers, or summer camps to mention a few. Rethink is a new program that supports families raising children with learning, social or behavioral challenges or developmental disabilities by providing live teleconsultation with behavior experts, hundreds of easy-to-follow videos, materials and more. AMC Networks also offers six weeks paid parental leave at 100% of pay which is received very well by all employees including new hires who just start with the company. 

What positive effects has AMC Networks’ culture had on your business?  

Jennifer: We recognize that our employees have lives and families outside of work. Providing them with the resources they need to help maintain a positive work-life balance is a priority for us and helps foster a culture of support and trust. 

What lessons were learned during the process of implementing a parent-friendly culture?  

Jennifer: Everyone should have a voice. At AMC Networks we believe in open communication, listening to what’s important to our employees and providing benefits and services that promote an inclusive and supportive culture. We try to listen first and accommodate when we can, as best we can.  

Were there any surprise outcomes for any of the policies or practices you implemented?  

Jennifer: An interesting thing happened earlier this year when we received this out of office message from an employee who was a new mom. Here’s what she posted: Hi! I’m on maternity leave with a new baby boy and expect to return in the middle of June thanks to the generous parental leave policy offered at AMCN. This was a surprise note and nice validation of our policies!  

Did you adapt any policies or practices to accommodate for parents dealing with schools that closed due to COVID-19? 

Jennifer: We offered Crisis Care through our partner Bright Horizons. Since most of our employees live in or around major impacted cities, the usual back up program offered by Bright Horizons couldn’t be utilized because everyone was quarantined. Centers were closed and Bright Horizons’ network of employees weren’t traveling into homes. Crisis Care allowed the employees to utilize someone from their own network (babysitter, nanny, relative, neighbor, etc.) and provide $100/day for up to 10 days to pay for their own in-home back up childcare.  

What parent-related considerations are going into your pandemic return to the workplace strategy?  

Jennifer: We are considering many challenges and situations that our employees may encounter when returning to the office, including the reality for parents who have children who are in school. We realize that commuting and childcare is a big issue for parents while schools are still virtual. We know how difficult that may be for families and we are factoring it into our planning. 

Is there anything else that you’d like to share about your parent-friendly culture?

Jennifer: To summarize everything outlined above, we continuously review our programs and benefits to stay competitive in the marketplace and continuously seek feedback from employees to consider what is most helpful to them. Sometimes they give us the best ideas.