Bank of America Merill Lynch

Our diversity makes us stronger, and is essential to our ability to serve our clients, fulfill our purpose and drive responsible growth. We recognise the potential of every employee by actively encouraging a diverse and inclusive workplace – in thought, style, sexual orientation, gender identity, race, ethnicity, disability, culture and experience.

We are a diverse and inclusive company

Our diversity makes us stronger, and is essential to our ability to serve our clients, fulfill our purpose and drive responsible growth. We recognise the potential of every employee by actively encouraging a diverse and inclusive workplace – in thought, style, sexual orientation, gender identity, race, ethnicity, disability, culture and experience.

Around the world, we hold leaders accountable for building diverse teams and fostering an inclusive environment where employees are valued for who they are and what they offer.

We continue to focus on maintaining an inclusive environment that supports everything that makes our colleagues unique and provides resources to help them grow professionally and personally.

As part of our ongoing commitment to being a great place to work, we encourage our employees to have courageous conversations as a way to promote inclusion, understanding and positive action by creating awareness of different experiences and perspectives

Our industry-leading flexible benefits help make work and family balance easier and include:

  • Enhanced parental leave and pay including shared parental, adoption and paternity leave
  • Access to 20 days of company paid back-up childcare AND 20 days of back-up adult care per annum
  • Parental coaching (workshops or one-to-one dependant on level) are offered to expectant parents
  • MyFamilyCare access offering family-friendly solutions and support for making your work and family life balance easier, which includes a dedicated section for dads

 

 

 

Case Study:

 

Working dad Eoin K. speaks about Bank of America Lynch’s Parent and Carers Network and the important role employers play in supporting working dads.

Eoin K. is a Managing Director in UK Corporate Banking, and co-chair of the EMEA Parent and Carers Network (PCN).

Why did you become co-chair of the Parent and Carers Network?

As well as having a 5 year old daughter and 2 year old son, I was inspired by some of the other employee networks such as DAN (Disability Advocacy Network) and LGBT+ Pride, and the positive impact they have had across the bank. Ever since becoming a father I’ve realised the importance of a supportive and flexible work environment, and feeling able to be yourself and speak up. Through collaboration with other networks, we have a unique opportunity to positively influence cultural changes across the bank.

Why should someone consider joining the Parent & Carers Network, or another network?

The PCN brings together employees with caring responsibilities for children, other family members and loved ones (as well as those who feel they might become parents/carers in the future), offering support and access to information and resources. Perhaps your child has a food allergy, or maybe you’re caring for an elderly parent – the network offers the opportunity to connect with a wide group of people across the bank to share your experience with others going through similar challenges.

It is also a platform to be heard. If you feel there is something the organisation can do better, or can engage in a different way, this is a platform to raise these topics.

What does the network have planned this year?

Our objective is to provide valuable information to current and prospective parents and carers, to help them balance their multiple commitments and enable them to meet others with similar opportunities and challenges.

Being a part of PCN also offers the opportunity to take part in external events in partnership with City Parents and MyFamilyCare. We are also looking forward to supporting the bank’s new UK Charity Partner, Honeypot a charity which is focused on helping 5-12 year-old young carers and vulnerable children reclaim their childhoods through respite breaks and on-going outreach support

In London we have been hosting coffee mornings; an opportunity for our members to have an informal chat over a (free!) drink, with similar events being planned in our other UK & Ireland offices.

How do you feel the bank supports parents and carers?

The bank offers emergency child, adult and elder care through our employee benefits package and the Employee Assistance Programme, which are useful provisions if your usual care arrangements break down.

For me personally, it’s the flexibility to be at home a few times a week for bedtime with my kids. Knowing that my manager, team and the bank support me as a working dad is very important.

Do you have any advice for other working carers/dads?

Let’s be honest, everything is a juggling act. We are fortunate to have access to excellent benefits and many support networks.  Sometimes though, you just have to take a reality check and speak up. Speak to your manager and your team. I believe if employees feel their line manager is supportive, they are more likely to take up family-friendly policies.

What advice would you give a parent/carer who is looking at returning to work after an extended period of leave or career break?

Having been out of the workplace for a period time is not a handicap.  Whilst many will think the “world has moved on”, especially in a fast moving industry such as banking, the key is to focus on the new skills you have developed during your break. If you have been out caring for a family member, think about what you have learned in terms of organisation, resilience, planning – those are all transferable skills. What skills have you learned that you can put to good use?

 

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