BlackRock supports your and your family’s well-being through innovative benefits
We understand that our people are highly sought after. That is why we work hard to retain our high-performing women and men. Creating an inclusive culture where everyone feels they can belong – where they can be themselves and do their best work – is key to retaining talent at BlackRock.
We offer a progressive and comprehensive suite of benefits designed to promote work-life flexibility and employee financial and personal wellness. These include a flexible time off policy, agile working arrangements, generous (in)fertility benefits, back up adult and child care, breast milk delivery service for business travel, 24/7 access to lactation consultants, and gender neutral parental leave.
For example, BlackRock recognizes the importance for both parents to have time to care for their child after birth or adoption placement, as a result, BlackRock has a gender neutral Parental Leave Policy — which provides up to 16 weeks of paid leave for the primary parental care giver and up to four weeks for the non-primary parental caregiver in the U.S. Following the employee’s return to work at the expiration of Paid Parental Leave, primary caregivers are entitled to a two-week flexible return to work transition to enable a smooth transition back to work. Flexibility may come in different forms such as arriving at work at a later time than normal to ensure a new childcare provider arrangement is comfortable for the child, parent, and caregiver; working from home for up to two days per week; or leaving early from work. We understand that there may be a lot of anxiety when returning to work and we care that our employees feel fully supported during this important time in their lives.
Further, as part of BlackRock’s commitment to attracting and retaining the best talent, we offer a number of Flexible Work Arrangements to promote and support work-life balance and provide alternatives to the traditional work schedule. The types of flexible work arrangements include part time hourly, flexible time by varying the start and end of the workday, remote working from home or an alternative location, and job sharing to support flexibility requirements based on individual job and family circumstances.
We also measure employee reaction to our inclusion and diversity efforts and benefits offerings through our yearly Employee Opinion Survey (EOS), which has a 90+% participation. Through this process, we learned for example, that our employees were seeking more flexible time off. That's why we've enhanced our time off policies globally in 2018. Instead of being held to a fixed number of paid days off per year, we now provide all employees with Flexible Time Off (FTO), giving people the flexibility to take as much time off as they need to refresh and recharge (with manager approval), while still fulfilling their work responsibilities and ensuring teammates cover for one another while they're away.
We understand that everyone has interests and demands that extend outside of work, and FTO allows us to support our colleagues' personal needs and enhance their ability to balance work and personal demands. FTO is truly unique in our industry, and we're proud to be a leader in time off benefits.
