About the data
This Standard is part of the set of GRI Sustainability Reporting Standards (GRI Standards). The full set can be downloaded at www.globalreporting.org/standards/.
In the context of the GRI Standards, the social dimension of sustainability concerns an organization’s impacts on the social systems within which it operates.
GRI 401 addresses the topic of employment. This includes an organization’s approach to employment or job creation, that is, an organization’s approach to hiring, recruitment, retention and related practices, and the working conditions it provides.
Equitable gender choice for maternity and paternity leave, and other leave entitlements, can lead to the greater recruitment and retention of qualified employees. It can also boost employee morale and productivity. Men’s uptake of paternity leave options can indicate the degree to which an organization encourages fathers to take such leave. Men taking advantage of leave entitlements positively impacts women to take such leave without prejudicing their career path.
In 2018, the GRI G4 Sustainability Reporting Guidelines were superseded by the GRI Standards. For this metric, the code G4-LA3 is used in company reporting prior to 2018, and the new GRI code 401-3 is used in reporting from 2018 onwards. The methodology for the former G4 standard for this metric can be found here.
Methodology
To answer this question you need to identify the number of male employees who returned to work after parental leave ended reported by the organization.
Start by searching publicly available documents like Annual and CSR reports. If the answer is not reported or found in appropriate documents, select the Unknown answer box.
Keywords and search terms
Benefits, Employee, LA3, Parental leave, GRI, 401-3, Return to work
Answers & Calculations
The answer should be expressed as a number (of employees)
Select the 'Unknown' answer box if the company has not published the data.
Always include the page number where you found the answer in the Comments field below.