In the U.S., access to paid parental leave depends on one's employer — but even then, the policy may be limited to moms who gave birth, which can undermine
But at PricewaterhouseCoopers, this benefits leader has successfully ensured her company doesn't make this mistake.
DeAnne Aussem, well-being leader at the U.S. branch of the business consultant and solutions firm, takes pride in her company's parental leave policy, which was increased from eight to 12 weeks of paid leave for all parents in 2022, regardless of gender or path to
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Yet equal leave does not mean a shared parental burden: while corporate America has improved its stance on dads taking paternity leave,
"It's why we refer to it as parental leave and not necessarily maternity leave or anything like that," says Aussem. "We know parenting and caregiving takes a variety of different shapes for different families."
Aussem knows firsthand how crucial it is to have access to a parental leave benefit everyone feels welcomed and encouraged to use. In fact, PwC's leave policy helped Aussem and her wife welcome two children into their family.
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"With our son, we used my wife's egg and a donor sperm, and I carried that pregnancy," says Aussem. "Our daughter was adopted. That's why our firm's benefits have a special place in my heart because it's how we formed our family."
Whether through birth, surrogacy, adoption or foster placement, PwC gives
And to ensure workers feel safe taking advantage of these benefits, PwC offers a Parental Inclusion Network, one of 11 inclusion networks at PwC. Similar to an ERG, parents and caregivers can meet to discuss their concerns, offer advice and inform company leadership of how PwC can improve its policies.
This is where Ali Suleman, consulting manager at PwC, first heard about the company's revamped parental leave benefit.
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"As a parent, one of the first inclusion networks I joined was the Parenting Inclusion Network where I've learned a great deal about all of the benefits that are offered to parents at PwC," says Suleman. "It's one thing to be told that there is a benefit available, and another when there are peers that can speak to their experiences in actually using these benefits."
Suleman adopted a son in 2022, a process that took two years. The leave was especially vital since Suleman had to spend five weeks in Morocco, where his child was born and raised in an orphanage, before bringing him to the U.S. While challenging, he knew he had the benefits at his disposal to make this happen.
Leaders at all levels of the firm take parental leave and encourage others to follow, no matter their circumstances. Michael Proppe, a principal at PwC, was initially nervous to have a family as a gay man and even feared being judged for not building a "traditional" family. But it became clear that his family would not only be accepted but supported. As of 2022, Proppe has a daughter and son with his husband.
"Growing up as a gay kid had a lot of challenges — including bullying, feeling different and feeling isolated from other kids," says Proppe. "PwC is a place where I can bring my full and authentic self to work, as both a gay man and as a father. The support from the firm and my leaders allows me to cherish the uniqueness of my situation and that of others."
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Aussem notes that the parental leave utilization rate is just a symptom of PwC's commitment to a culture of belonging — which is a win for workers and business, underlines Aussem.
"When our people are satisfied and feel fulfilled and motivated, our clients then feel that in the work that we do," she says. "They see it in the solutions that we deliver."
And for parents like Suleman and Proppe, that culture is invaluable to not just their success as employees but their success as parents, too.
"When you first become a parent there are so many things you're learning and trying to figure out," says Suleman. "Having time off from work is a blessing like no other because you can direct your 100% attention to the child and form a bond that will last a lifetime."
