Armstrong Teasdale issued the following announcement on Feb. 2.
Armstrong Teasdale is proud to announce the implementation of BenefitBump, which provides a host of tools and programs to help attorneys and staff better understand, navigate and utilize the firm’s benefits as they relate to all paths to parenthood, including the birth or adoption of a child. The initiative is well aligned with the firm’s six strategic goals – one of which centers on putting people first – and was championed by the firm’s Diversity, Equity and Inclusion (DEI) and Human Resources (HR) departments.
“At Armstrong Teasdale, we put people first, and our people are part of our family,” said Interim HR Leader Ali Carson. “Studies have shown that leave programs and support for parents can improve outcomes, both at home and in the workplace, and we’re proud to be able to offer this benefit to our attorneys and staff internationally. Partnering with BenefitBump was a natural way to extend the important support we provide to our people and their growing families.”
BenefitBump conducts proactive outreach to attorneys and staff; offers online and mobile tools for new and expecting parents; assists in planning for child care, leave preparation and return to work; and educates firm managers on benefits so that they can best communicate with and be advocates for other team members.
In 2020, Armstrong Teasdale announced the creation of a dedicated DEI department. Under that umbrella are four core resource groups, including one dedicated to supporting attorneys and staff at all stages of parenthood, whether they are a parent, thinking of becoming a parent, or caring for their own parents. The Parent Resource Group presents ongoing opportunities for authentic, open dialogue around navigating general challenges related to parenting and aging – which BenefitBump similarly supports.
“Our Parent Resource Group has been instrumental in driving positive impacts to firm culture, and this is just one example,” said Vice President of DEI Sonji Young. “By implementing programs such as BenefitBump and encouraging feedback from our attorneys and staff, we can further improve the programs we have in place, as well as support our DEI mission to create a sense of belonging and support retention.”
In addition, the firm has robust policies relating to paid parental leave and alternative work arrangements which allow attorneys and staff growing their families the flexibility they need to be most successful.
Original source can be found here.