At the heart of global health equity lies not only lifesaving interventions, but the people working tirelessly behind the scenes. One HR leader, working within a leading public–private partnership in the global health space, shared how their organization is intentionally redefining what support for working parents looks like — and why that matters more than ever.

In our conversation, her message was clear: building a workplace that supports caregivers of all kinds isn’t just the right thing to do — it’s essential to creating an inclusive, high-performing global team and strengthening employee retention strategies.

This global health organization is known externally for its role in public health, but internally, it is setting new standards for how to support staff at every stage of life — especially during the transition to parenthood. These efforts form a core part of their broader employee retention strategies.

The HR leader shared several forward-thinking practices that are currently in place:

• Six months of paid leave for primary caregivers, recently extended from four, offering time for recovery, bonding, and reintegration.
• One month of paid leave for secondary caregivers, with inclusive, gender-neutral policies that reflect the diversity of modern families.
• Language changes in HR documentation, such as replacing “maternity cover” with “parental leave cover,” to reflect a more equitable approach to caregiving.
• A designated breastfeeding space within the workplace to support the health and dignity of nursing parents.
• 24/7 access to psychological and mental health support, available to all employees through a dedicated external service.
• A meditation and wellbeing app subscription, provided free to all staff, to support mindfulness and reduce stress.
• A newly introduced on-site staff counsellor, offering confidential mental health support as part of a broader wellbeing strategy.
• A premium healthcare plan, offering access to high-quality clinics, including full prenatal and postnatal care coverage.

“We’re trying to be intentional about the message we send through policy,” the HR leader explains. “We want both men and women to feel that caregiving is supported, encouraged, and valued here.” These inclusive practices are not only equitable but directly linked to effective employee retention strategies.

It’s no coincidence that this organization is recognized for its inclusive HR practices — equity is deeply woven into its mission. The same purpose that drives its work to expand access to health services in low-income countries also shapes how the organization supports its people.

This commitment is more than a value statement; it shows up in action. The team continuously listens and adapts, evolving policies to reflect the real experiences and needs of its workforce. From extending leave to rethinking workplace language, each change is guided by a simple but powerful question: What does equity look like for our people today?

The answer often lies in the thoughtful, human-centered application of employee retention strategies — ensuring that equity isn’t just an external goal, but a lived experience inside the organization.

In a moment of heartfelt clarity, she offers this advice for new parents returning to work after parental leave:

“When going back to work, choose an organization that respects time off or parental leave and that gives a buffer or transition. Because if they’re going to be seen as a deserter, if they’re going to be seen as just a birth giver — and that’s looked down upon — then let them not waste any time working in that kind of environment. Life’s too short. The stress will be on them. And especially if they’re breastfeeding, it will directly impact the baby.”

For employers, her message is equally urgent: supporting parents isn’t just about leave — it’s about reintegration, dignity, and mental wellbeing. These are the pillars of impactful employee retention strategies.

This organization operates in a high-pressure, high-impact space where the stakes are often life and death. But as this HR leader makes clear, the people carrying out that mission need protection too — emotional, logistical, and practical.

By embedding care into every level of the employee experience, they’re showing what a truly inclusive workplace can look like — and how it can strengthen employee retention strategies across the board.

This isn’t just a model for nonprofits or healthcare. It’s a call to action for every employer seeking to build a future where purpose, performance, and people can thrive together.