Please share a brief about your journey of transformation to parent-friendly work culture.

As employees were balancing their professional and personal lives, we realized the importance of providing support in a way that would help them thrive both at work and home. We initiated a series of employee surveys to understand the challenges they faced and their experiences on the same. Based on their insights, we introduced and implemented flexible work hours, remote work options and enhanced parental leave policies. We also provide support to with schooling allowance, which is shared between the employee and the organization, to help ease the financial burden of education costs for employees with children. We also offer special allowances for employees with children who have special needs, ensuring that every employee receives the support they need.

What inspired you to join this movement towards building a parent-friendly workplace?

As an organization, we needed to adapt and ensure that our culture allowed parents to thrive both in their careers and at home. It became clear that fostering an environment where employees, especially parents, could feel supported not only improved their well-being but also their productive in the organization. With "People" being one of our core values, we are committed to making the workplace more human-centric, whether it is through flexible working hours or enhancing the parental leaves, we are dedicated to ensuring that every individual feels valued, heard, and supported.

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 introduction of additional maternity and paternity leave has had a positive impact, as highlighted by the testimonials shared in question number 5. In particular, male employees have expressed great satisfaction with having time off to support their spouses during important life changing period. They shared that being free from work-related stress allowed them to fully focus on their family without worrying about work commitments, which was of utmost importance to them. Moreover this also fostered towards family oriented work culture.

In your opinion, what are the key benefits organizations can achieve by shifting to parent-friendly workplaces and culture?

The key benefit the organization would achieve by adopting a parent-friendly workplace is increased employee satisfaction, which in turn leads to higher productivity and a positive impact on overall organizational performance. When employees feel valued, respected, and cared for, they are more likely to stay motivated and engaged in their work. This sense of support ultimately leads to higher retention rates, as employees are more likely to remain with an organization that prioritizes their well-being and work-life balance.

Can you please share two to three quotes from your employees as positive testimonials to how your parent-friendly policies have supported them in their everyday lives?

“It was indeed wonderful experience, slb did huge care of it’s employees by extending paternity/maternity leave, it brought happiness & satisfaction to not only me but my entire family. I had enough time to do care my wife & elder child pre & post-delivery of new born.”
Field Specialist

“Thank you for the opportunity to share the feedback on the updated Paternity Leave Policy. It's really supporting to me to spend the quality time with my Family during an important and formative period without any work pressure.”
Materials Specialist

“New SLB policy for paternity leave shows a strong commitment to family values and employee well-being. It allows new fathers to be fully present during a crucial time, supporting their partners and bonding with their newborns. The new policy helps reduce stress and improves work-life balance, which improves employee morale and long-term productivity. It also reflects a more inclusive and progressive workplace culture that prioritizes the needs of modern families.”
Maintenance Supervisor

You support your employees in a special way through offering remote working, staggered hours, flexibility around school events and accommodating caregiving responsibilities.

We have female employees who work from the office and greatly appreciate the benefits of remote working, especially when they have an infant at home to care for. They also acknowledge the flexibility they receive in terms of working hours from their managers, which allows them to better balance their responsibilities. Similarly, our male employees express their gratitude for the flexibility their managers offer when it comes to attending school events for their children. This flexibility allows them to be present for important moments in their children's lives, making them feel less guilty about missing out and more supported in balancing their family and professional commitments.

Could you describe a moment where insights from collected data (such as employee surveys, system generated) played a key role in achieving a positive result or overcoming a challenge being faced by your employees?

During the pandemic, we conducted a survey to understand the remote working model that employees would prefer and to assess their overall well-being. Based on the results, we introduced a hybrid model for office-based roles, allowing employees to work 3 days from the office and 2 days remotely. Unfortunately, we couldn’t implement the same model for our field and operations employees due to the nature of their work, which requires them to be physically present on-site or in the field. One of the key challenges identified through the survey was well-being, which led us to introduce well-being lines offering free counseling sessions. These sessions are still being provided today. Additionally, we’ve expanded our well-being program to include financial well-being support, now available as part of our employee benefits catalog.