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

At Miral, our people are our priority, and we are deeply committed to fostering a supportive, inclusive work culture, especially for parents. Our journey toward becoming a parent-friendly workplace has been guided by a simple principle: when employees feel supported in their personal lives, they are more engaged, productive, and fulfilled at work.

We listened to our colleagues and implemented a range of family-oriented initiatives to meet their evolving needs. These include flexible work arrangements, extended parental leave, local sick leave for parents of unwell children, and the option to work remotely when needed. We also introduced “Kids Day” each summer, alongside family events and exclusive discounts designed to promote work-life balance.

In addition, we offer enhanced healthcare support that can be tailored to the unique needs of families on a case-by-case basis. These efforts ensure our colleagues feel empowered not only as professionals but as parents too.

At Miral, being parent-friendly is not just a policy, it’s a core part of our culture. We will continue to evolve and innovate our approach to ensure that all employees feel welcomed, supported, and valued, no matter where they are in their life journey.

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

The inspiration to build a parent-friendly workplace at Miral came from a deep understanding that work and family life are not separate; they are interconnected, and both significantly influence an individual’s wellbeing and performance. It became evident that supporting our employees as parents was not only the right thing to do, but also essential for building a resilient, engaged, and progressive workforce.

Listening to our colleagues’ experiences highlighted the need for greater flexibility, empathy, and practical support. We saw firsthand how parenthood brings both joy and challenges, and how even small changes, like flexible schedules or child-friendly events, could make a big difference in someone’s life.

We were also inspired by the broader vision of the UAE’s leadership, which continues to prioritize family and social wellbeing as part of national development. Aligning with this vision encouraged us to take intentional steps in creating a culture where parents feel understood, supported, and empowered.

Ultimately, this movement is about humanity and inclusion, recognizing the whole person behind the role, and ensuring they have the tools and environment to thrive at home and at work.

3. Please share ONE unique parent-friendly workplace initiative that your organization is particularly proud of and has made the biggest impact on your employees.

One of the standout parent-friendly initiatives we’re proud of at Miral is our Summer Remote Working Policy, which falls under the category of “Workplace Flexibility and Balance.” This policy allows all colleagues, including parents, the option to work remotely during the summer months, whether from home or even while spending extended time with family abroad.

This initiative was designed to help working parents better manage school holidays, childcare responsibilities, and quality time with their families without compromising their professional commitments. It recognizes the unique challenges that come with balancing work and parenting, especially during the summer, and offers a practical, trusted solution that puts people first.

The impact has been significant. Parents have shared how this flexibility allowed them to travel with their children, reconnect with extended family overseas, and reduce the stress of daily commuting, all while maintaining productivity and performance. It has not only boosted morale and engagement but also strengthened our culture of trust and accountability.

At Miral, we believe that flexibility empowers people. The Summer Remote Working Policy reflects our ongoing commitment to enabling colleagues to thrive in both their professional and personal lives.

4. In your opinion, what are the key benefits organizations can achieve by shifting to parent-friendly workplaces and culture? makes parent-friendly workplaces the wave of the future?

Firstly, it reshapes the entire organization for the better, it goes beyond the individual parent employee, and it benefits everyone. Adopting a parent friendly work environment, companies invest in long-term loyalty, higher engagement, and a more inclusive and resilient workforce.

One of the most immediate benefits is improved employee retention. Working parents often face pressure to choose between their careers and their families. By offering flexible arrangements, family-focused benefits, and empathetic leadership, companies signal that they value the whole person. This creates a culture of trust and respect, which in turn leads to greater commitment and reduced turnover.

Productivity also increases when employees feel supported. A parent who knows their child is cared for, or who has the flexibility to manage both work and home life, is far more focused, motivated, and emotionally balanced. These environments also foster innovation and collaboration by encouraging diverse perspectives and experiences to thrive.

Parent-friendly workplaces are also a key driver of gender equity. When both mothers and fathers are empowered to balance family responsibilities, it challenges outdated norms and opens the door to greater leadership diversity.

Looking ahead, the future of work will be defined by empathy, flexibility, and purpose. Parent-friendly cultures are a business imperative. Organizations that embrace this shift will be better positioned to attract and retain top talent, build sustainable work cultures, and lead with authenticity in an ever-evolving world.

5. 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? Please include their name and title.

“Miral’s family-first culture gave me the confidence to return to work after maternity leave, knowing that I didn’t have to choose between my career and my child.”
Cynthia Goh, Associate Manager Destination Placemaking

"Miral’s flexibility has made balancing work and family life so much easier for me. Being able to adjust my hours to accommodate my children’s school events has helped me manage my career without sacrificing precious moments with my family. I truly appreciate the support I receive here."
Hadjer Ouadad, Chief Accountant

"When I became a new dad, I didn’t expect my team to be so understanding. They made it easy for me to take parental leave and adjust back into work life without pressure."
Amarveer Bains, Senior Manager Ideation Studio

6. You support your employees in a special way through offering remote working, staggered hours, flexibility around school events and accommodating caregiving responsibilities. Please share real story(s) (anonymous if you prefer) where your employees have benefited from this support. Please keep each answer between 150-200 words

Story one

One of our employees, a single mother of two, was facing significant challenges juggling her work and caregiving responsibilities, especially when her children’s school events overlapped with work commitments. Thanks to Miral’s flexible working hours and remote work options, she was able to attend key moments in her children’s lives without the stress of requesting time off. This flexibility empowered her to be both a present parent and a productive team member. She consistently met her work goals while staying fully engaged with her children’s development. Over time, she expressed how this support made her feel truly valued, not just as an employee, but as a parent. She often shares that Miral gave her the ability to succeed in both roles, without having to choose one over the other.

Story two

One of our colleagues, a father to a child of determination, was managing the complex demands of caregiving, from frequent therapy sessions to specialized medical treatments. In addition to offering remote work and flexible hours, Miral took an extra step by extending additional healthcare coverage and insurance support to help ease the financial and emotional burden on his family. This included covering therapy services and consultations that fell outside the standard policy, all handled with care and confidentiality. His line manager maintained open communication, ensuring he felt supported both personally and professionally. With this backing, he was able to remain focused at work while attending to his child’s needs. He often shares that it wasn’t just the flexibility that made a difference; it was knowing the organization truly stood by him in one of life’s most challenging times. For him, Miral is not just an employer, but a compassionate partner in his journey as a parent.

7. 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?

One key moment where data played a pivotal role in shaping a positive outcome was following the results of our Great Place to Work survey. The feedback provided valuable insights into the evolving needs of our workforce, particularly around work-life balance and the challenges faced by working parents. While overall engagement was strong, it became clear that there was an opportunity to enhance satisfaction and retention by adopting more parent-friendly policies.

In response, we conducted focused follow-up sessions to better understand the specific concerns of parents across the organization. This data-driven approach led to the implementation of several impactful initiatives, such as enhanced flexible work arrangements, the introduction of Kids Day, and our Summer Remote Working Policy.

These changes not only addressed employee concerns but also demonstrated that their voices are heard and valued. As a result, we saw an increase in employee satisfaction, improved perception of leadership support, and stronger engagement across teams. The survey served as a catalyst for transformation, one rooted in empathy, inclusion, and continuous improvement.