The Association of Professional Engineers and Geoscientists of Alberta (APEGA) has published a guide to help mining companies effectively help their employees who are either going into maternity or paternity leave or returning.
It comes with helpful checklists and is directed at the employees themselves, managers and HR professionals and colleagues taking into account the whole context.
You can download the Managing Transitions handbook here.
Women make up about 14% of overall APEGA membership and about 22% of the under-40 cohort. The Association of Professional Engineers and Geoscientists of Alberta (APEGA) and its Permit Holders are interested in enhancing gender diversity in Professional Engineering and Geoscience. Diversity brings new perspectives and solutions that can solve ongoing business issues, positively impacting the bottom-line1.
Alberta faces sustained labour shortages in Professional Engineering and Geoscience. In this environment, there’s increased pressure on employers to attract, develop and retain a diverse workforce. Employers are looking for ways to improve workplace inclusivity and ensure that their company is on the leading edge of practice and policy. One area that is crucial for retention of skilled and valued talent is improving career transitions, especially when it comes to managing leaves of absences.
This guide is designed to assist APEGA Members who are considering a maternity or paternal leave. It is also designed to assist their employers. Experience has shown that without forethought, rejoining an organization or reentering the workforce can be frustrating, especially when expectations are not managed. These transitions can be
managed effectively. Knowing what to expect and building a positive, welcoming business culture will entice valued and talented employees to return. This means that leaves of absences will not disrupt career progression, productivity, project deadlines or employee development. Retention means business can continue with minimal disruption.