Innovative employers value working parents
The Corporate Doula is making a difference for families in birthing spaces and workplaces. Let us help you build a strategy that will be impactful.
Employers
The Corporate Doula - Approach
A point of view founded in extensive and well-rounded benefits leadership coupled with evidence-based doula training is utilized to help employers create a family friendly benefits strategy that is competitive enough for the modern employee. Clients have the opportunity to strategize and/or decode process and policies with a partner that uniquely understands the customer voice and impact of both the employer and the employee.
The Corporate Doula works with your Total Rewards Team or in conjunction with your existing benefits consultants or project teams to develop strategy and resources that build bridges between employee needs and company alignment. The approach centers the employee and family in a way that supports family care, positive maternal health outcomes and postpartum work and life integration. This methodology results in healthier outcomes and increased employee loyalty, which helps to positively affect various aspects of the employer’s day to day operations.
Employer Services
Program Review
We review existing benefit programs, policies and current utilization for opportunities for growth and refinement.
Strategy
We sync company goals, offerings and budget to co-create a strategic approach to deliver reimagined and competitive programs.
Educational Sessions
Custom created benefit education sessions for targeted audiences such as managers, staff or HR. Facilitate focused ERG discussions.
RFP Participation
Serve in an advisory capacity for vendor discovery and selection.
Lactation Rooms & Policies
We provide advisement services to create or refresh onsite lactation rooms and liaise with procurement and legal. Lactation policy and procedures are reviewed and/or established to operationalize and communicate the resources for desired utilization goals.
Benefits of The Corporate Doula - Organizational Strategy
The Corporate Doula works with your Total Reward leaders or in conjunction with your consultants and project leaders to address the very specific call to action for innovative family forming and sustaining benefits and policies. Focus is placed on helping employers tackle gender, age, lifestyle and cultural biases hidden within family benefit offerings. Plans, vendors, systems and policies are among what is examined in the comprehensive reviews.
We use education as a tool to address the gaps in knowledge and preparedness of employees and managers regarding the temporary transition out of the workforce and what it takes to have a successful return back to work.
Is Doula Care needed in the Corporate Space? - Employee Service
Women, primary care takers and parents are exiting the workforce or not returning from leaves due to lack of support and underutilized or non-existent benefits. The Corporate Doula - Virtual Care functions as an employer sponsored solution to not only serve the birthing person and family with evidence-based and holistic support throughout fertility, pregnancy and postpartum journeys, but also helps them navigate within the boundaries of their employer plans. Individual employee clients are provided tools for physical and emotional support, alongside advocacy, educational and community resources.
From the employer perspective, studies support that doula care reduces pregnancy complications, which can lower overall claim cost and experience. The American College of Obstetricians and Gynecologists (ACOG) and the Cochrane study also support the use of doula care to reduce surgical interventions and boost postpartum support. Additionally, COVID-19 constraints require innovative ways to support parents across the continuum of need. The virtual support provided by our doulas provides assistance without the barriers.
Get started with The Corporate Doula, today.
“As organizations settle into the next normal, they should determine how effectively they are addressing employees’ biggest challenges and reallocate resources to the programs that are most valuable.”
-Women in the Workplace 2020, McKinsey and LeanIn.org