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Published by:
IBS Center for Management Research (2015)
13 pages
Data source:
Published sources
On March 6, 2015, Vodafone launched its maternity benefits policy which was applicable globally in all the countries in which it operated. The policy offered a minimum of 16 weeks of fully paid maternity leave and full pay for a 30-hour week for the first six months after a new mother returned to work. The minimum mandatory benefits were applicable for all its markets irrespective of whether the states mandated it or not. The initiative was the brainchild of Sharon Doherty, Vodafone's Organization and People Development Director, and was based on a KPMG study. The policy was described, by Vodafone, as 'generous' to its female employees in the US, Africa, the Middle East, and the Asia Pacific as these regions offered fewer days of leave for would-be mothers and their leave after maternity. Though other companies did offer maternity benefits to employees, these were not globally applicable. According to Vodafone, the new maternity policy in addition to benefiting its female employees would also help the company save on recruitment and training costs. Sharon Doherty felt that in addition to employee retention, the policy would help the company in its recruitment efforts and in increasing the number of women in senior leadership positions to 30%. The case is suitable for an MBA/ MS level program as part of the Human Resource Management/ Global Human Resource Management/ Talent management curriculum.
Learning objectives:
1. Understand the issues and challenges in global human resource management and talent management. 2. Understand the issues and challenges in creating a women-friendly organization and promoting more women to leadership roles. 3. Understand issues related to employee retention, productivity, etc. 4. Analyze Vodafone's maternity leave and benefit policy. 5. Discuss and debate whether other companies will follow Vodafone's lead, and the issues involved in doing so.
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