At New America Weekly, Tami Forman, the executive director of Path Forward, observes critically that many employers put supportive policies in place for their employees, but then let their organization’s managers or culture undermine them:
If we were to investigate all the moments when policy and practice get misaligned, I think the first place to look is executive disconnect and even hubris. Too many people in the C-Suite believe that if they say something is important then the rank-and-file will automatically understand that it’s important. Too often they fail to connect the policy to corporate goals in a way that makes it clear that the practice is important to success. Generally speaking, companies adopt family friendly policies to attract and retain the most talented employees. That won’t happen if the company gets a reputation for not allowing those same employees to use family friendly benefits. Even the public relations benefits of a good policy will be undermined if employees to take to sites like Glassdoor to complain. When executives fail to connect these dots, is it any wonder that line managers fall back onto the practices that are more comfortable and familiar?