As I awaited the arrival of my first child in the final stretch of spring, I made up my mind to develop a comprehensive parental departure plan tailored to my family’s unique needs and demonstrate effective decision-making on an issue that resonates deeply with me.
As a woman and mother, I found myself in a unique situation: while I defined myself through my femininity and maternal role, my partner was shouldering the responsibility of bringing our child into the world. I stumbled upon both traditional maternity and paternity wards by chance. I was surprised to learn that Cisco’s parental leave policy doesn’t focus on gender. Traditionally, in the United States, Cisco offered a standard parental leave policy, providing 13 weeks of paid time off for primary caregivers, along with four weeks of paid leave for secondary caregivers. Whether a worker chooses to prioritize their own caregiving needs or focus on supporting others is entirely up to them.
As co-parents, my spouse and I both hold full-time jobs while taking on the roles of primary caregivers to our children. I ultimately elected to utilize my entire 13-week paid parental leave from Cisco, despite not being the biological parent giving birth. I struggled with this decision, as colleagues outside the maternity department, including those who identified as secondary caregivers, were accustomed to taking four weeks’ leave without exception. As I didn’t breastfeed or carry my child, a portion of me felt compelled to conform. While my primary motivation was to spend quality time at home with my newborn and partner during the postpartum period, I also wanted to challenge the misconception that only birthing parents deserve a standard four-week leave as secondary caregivers.
Prior employees at Cisco dedicated themselves to promoting the benefits available to current staff. I wouldn’t compromise the value of their hard-earned efforts by failing to capitalize on every accessible opportunity. Until we started taking action, I knew others wouldn’t genuinely feel at ease doing the same thing.
To bring about a change in societal norms, let us lead the way by setting an example of contrarian behavior. As I pursue my goal of taking the full 13 weeks of paid parental leave as a primary caregiver, I hope this decision inspires fellow non-birthing mothers, fathers, and grandparents to do the same, whenever possible and beneficial for their families.
Throughout my tenure at Cisco, I consistently felt safeguarded and empowered by the remarkable company culture and collaborative team environment. The thought of stepping away from my role for one quarter of the year, leaving my team to operate without my daily input, was a daunting prospect that filled me with trepidation. I’ve always worried that once others discovered how easily they could take over my responsibilities, they would question my value to the organization. I felt a strong sense of responsibility towards my team members and superiors for having to take over my tasks. As I was once invested, I frequently found myself missing out on opportunities to make progress or being overlooked for expansion projects. Ultimately, I worried that others would assume I had taken on the primary caregiving responsibilities without consideration of my colleague’s pregnancy and impending childbirth.
Establishing a culture of open and honest communication about the importance of work-life balance was crucial to transforming our collective perspective. Following five years at Cisco and participating in various Ladies of Cisco roundtable discussions where we explored topics such as striking a balance between career and family, I had effectively implemented personal changes to align my mindset on this issue. As an alternative to wondering what others might think if I took 13 weeks off as a non-birthing mom, I challenged myself: What precedent would I be setting for future anticipating parents if I didn’t seize the opportunity to fully utilize Cisco’s parental leave benefits? This thought experiment clarified my decision.
After my maternity leave, the most pivotal aspect of my narrative unfolded.
Despite being sleep-deprived, I somehow managed to arrive at Cisco with an unprecedented surge of energy. Taking a four-month break from my laptop computer allowed me to alleviate the overwhelming feelings of burnout that had been building up. My workplace morale was sky-high due to my relentlessly positive outlook. As a new mother, I was previously energetic and adept at connecting with colleagues and customers in innovative ways. As I utilized my time more efficiently, my productivity soared, driven by the motivation to maximize every minute of my day, especially during the early morning and evening hours when I could devote quality time to my family. As I hadn’t harbored any residual animosity on the job, it was due to having devoted substantial periods of valuable time to nurturing meaningful relationships with both my child and colleague. As soon as I became a father, I deliberately chose to prioritize quality time with my family, which undoubtedly led to an enhancement in both the quantity and impact of my professional endeavors.
While parents’ tireless efforts to care for their children and support their loved ones are truly remarkable, it is crucial to recognize that maintaining a healthy work-life balance necessitates not only dedication but also deliberate daily planning and discipline. As a parent, juggling personal and professional responsibilities is never straightforward; yet, having access to Cisco’s comprehensive paid leave allowed me the essential time and concentration to recalibrate my priorities, adapt to our family’s new dynamics, and establish a thoughtful plan.
As you consider taking advantage of available parental leave benefits as a working parent, reflect on the subtle yet significant message this decision sends to those around you. If you’re not taking full advantage of your strengths, consider what’s holding you back?
The privilege of working at Cisco, where our enduring people-centric culture has been a hallmark of our success. I’m committed to upholding my core values and inspiring others through deliberate daily decisions, deeply appreciative of the many individuals at Cisco who have supported and continue to support my endeavors.
Despite our diverse origins and perspectives, Cisco offers a welcoming environment that fosters growth by embracing individuality, much like the development of the Effective Child Bonding Initiative in the United States. in 2025. To enhance overall wellness and wellbeing, we invite you to explore our newly introduced solutions.
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