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  "documentTitle": "Time to talk: What has to change for women at work",
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      "text": "Flexibility and advice: When exit interviews at the international law firm Orrick showed work/life balance prompting promising women to leave, it introduced generous parental leave benefits (22 weeks and nine months job protection) and a Leave Liaison officer to help the transition back to work. During the first month back all primary caregivers, male or female, get a 50% workload expectation at full pay and flexible hours. In 2016, 20% of new partners had used the flexi-system.",
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      "text": "Parental transition coaching: To help new parents adapt to life with children, maintain confidence and keep career momentum on track, PwC UK introduced parental transition coaching for all new parents from manager grade and above. Women get four coaching sessions before, during and after returning. New fathers taking longer periods of leave can receive pre- and post-leave coaching. The people managers of these new parents also receive coaching sessions. And for those below manager level there is an eLearning module available.",
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      "text": "Little things that show you care: In summer 2017, Fifth Third Bank, where 60% of its 18,000 employees are women, started a maternity concierge service for pregnant women. The concierge can source supplies, daycare options and pediatricians. The company reports 180 employees have so far used it but it's too early to tell if it has had an impact on retaining women.",
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      "text": "An off- and on-ramp strategy: In 2015 Alcoa of Australia surveyed expectant parents and found a fifth of managers were not keeping in touch with employees on parental leave. They introduced a comprehensive toolkit to assist managers with keeping communication channels open.",
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