What HR leaders should know about supporting employees through the adoption process

One in 25 families with children in the United States have grown their family through adoption.

With more than 100,000 children adopted each year, every company should be thinking about the adoption experience to ensure they’re equipped to support employees through all paths to parenthood.

Not only does it foster a supportive work environment – it also promotes employee retention and satisfaction: Research shows employees who feel supported during the adoption process are more committed to their organizations.

Here are three things every HR leader should address to be a supportive workplace for employees who adopt:

‍1. Get familiar with the adoption process

It’s important to have general knowledge about the complexities of adopting a child to be able to support employees going through it.

A few important things to consider:

• They may or may not have advanced notice: Employees often won't have a set timeline for when they get matched or selected. It could take days, weeks or even years before they are notified.
• Processes vary by state and type: There is not one unified adoption experience. Depending where an employee lives, or the type of adoption they choose, there’s a different set of circumstances they’ll need to manage.
• Adopting a child could require travel: Not every adoption takes place in the same location as the individual lives. This means employees could need accommodations when travel needs arise throughout the process.

2. Evaluate company policies to ensure they support unique needs

Employees who adopt don’t usually need medical leave.

But there is still paperwork, insurance complications, potential travel and several other responsibilities that will require their time and attention.

HR leaders should evaluate various policies that could impact employees who adopt, including:

• Parental leave
• Caregiver leave
• In-office mandates
• Paid time off benefits

Reviewing company policies will help ensure the employee going through the adoption process has flexibility and clarity on what they’re eligible for.

For example, consider whether policies allow employees to work remotely when traveling or managing adoption-related appointments so they don’t exhaust PTO or parental bonding time before the child is placed.

This is important to ensure they feel supported – and so they don’t fall behind on work.

3. Audit language for inclusivity

Words matter.

Use positive language when talking about adoption, whether within company policy or verbally communicating with employees.

Here are a few examples of positive adoption language vs. words to avoid:

By taking these different factors of the adoption process into consideration, HR leaders will be more prepared to support their employees as they embark on their parenting journey.