Dr. Yahir Santiago-Lastra

You're not going to see the benefits of leave within the first six months of someone coming back from parental leave. The way that you'll see it is the downstream effect of who you get to recruit because that person was able to take that on, and also loyalty and performance across time. So someone who works in a supportive environment where they

You're not going to see the benefits of leave within the first six months of someone coming back from parental leave. The way that you'll see it is the downstream effect of who you get to recruit because that person was able to take that on, and also loyalty and performance across time. So someone who works in a supportive environment where they

had the opportunity to have their parental leave, had the opportunity to come back, set their schedule, have their relative work-life balance, because that also doesn't exist in all forms, but have their agency to come back and get back into the groove of work on their terms ultimately will be

had the opportunity to have their parental leave, had the opportunity to come back, set their schedule, have their relative work-life balance, because that also doesn't exist in all forms, but have their agency to come back and get back into the groove of work on their terms ultimately will be

had the opportunity to have their parental leave, had the opportunity to come back, set their schedule, have their relative work-life balance, because that also doesn't exist in all forms, but have their agency to come back and get back into the groove of work on their terms ultimately will be

a better employee, a more mindful employee, and perhaps an employee who not only gives you loyalty by staying in your institution, but even when they exit the institution for another opportunity, that will be a positive for your institution that that was supported.

a better employee, a more mindful employee, and perhaps an employee who not only gives you loyalty by staying in your institution, but even when they exit the institution for another opportunity, that will be a positive for your institution that that was supported.

a better employee, a more mindful employee, and perhaps an employee who not only gives you loyalty by staying in your institution, but even when they exit the institution for another opportunity, that will be a positive for your institution that that was supported.

And let's not talk about the fact that this person has added on, you know, one more, hopefully future productive member of society who will contribute to Medicare or who will contribute to a lot of other social programs, who will pay taxes. So there's a lot of ways of looking at the benefits of diversification.

And let's not talk about the fact that this person has added on, you know, one more, hopefully future productive member of society who will contribute to Medicare or who will contribute to a lot of other social programs, who will pay taxes. So there's a lot of ways of looking at the benefits of diversification.

And let's not talk about the fact that this person has added on, you know, one more, hopefully future productive member of society who will contribute to Medicare or who will contribute to a lot of other social programs, who will pay taxes. So there's a lot of ways of looking at the benefits of diversification.

And that's one argument that people are less productive in those first few months and that there's a ramp up period I think is very short-sighted. Yeah, absolutely.

And that's one argument that people are less productive in those first few months and that there's a ramp up period I think is very short-sighted. Yeah, absolutely.

And that's one argument that people are less productive in those first few months and that there's a ramp up period I think is very short-sighted. Yeah, absolutely.

I thought that was great. I thought that was a great summary. I agree with what you said. I think that, look, there are a lot of ways to recruit and retain people. talented individuals, talented women, talented people of color. And the best way to recruit and retain them is to ask them what they need to stay in a role. Check-in frequently, check-ins are so important.

I thought that was great. I thought that was a great summary. I agree with what you said. I think that, look, there are a lot of ways to recruit and retain people. talented individuals, talented women, talented people of color. And the best way to recruit and retain them is to ask them what they need to stay in a role. Check-in frequently, check-ins are so important.

I thought that was great. I thought that was a great summary. I agree with what you said. I think that, look, there are a lot of ways to recruit and retain people. talented individuals, talented women, talented people of color. And the best way to recruit and retain them is to ask them what they need to stay in a role. Check-in frequently, check-ins are so important.

when people get recruited, after they're recruited, and recognize, especially if someone is in the minority in the department, recognize that there are going to be some things that are inherently inequitable in that situation, and that you want to be the first to know from them what those things are and you want to spitball solutions together.

when people get recruited, after they're recruited, and recognize, especially if someone is in the minority in the department, recognize that there are going to be some things that are inherently inequitable in that situation, and that you want to be the first to know from them what those things are and you want to spitball solutions together.

when people get recruited, after they're recruited, and recognize, especially if someone is in the minority in the department, recognize that there are going to be some things that are inherently inequitable in that situation, and that you want to be the first to know from them what those things are and you want to spitball solutions together.