Aside from a select few, most workplaces tend to regard the arrival of a new baby as a life event comparable to milestones such as purchasing a home, getting married, acquiring a pet, or celebrating years of service. This perspective is shackled to the outdated narrative that assigned women sole domestic responsibility and men breadwinner freedom, leaving businesses inherently disconnected from family life. However, societal norms are evolving. Despite significant advancements in family dynamics and the principles of diversity, equity, and inclusion (DEI), many workplaces still struggle to recognize that becoming a parent is a fundamental evolution of our identities, irrespective of our diversity and intersectionality.

The arrival of a child is indeed a transformative event, scientifically proven to profoundly affect everyone involved. It represents a the only neurocognitive development phase in adulthood, known as Matrescence and Patrescence, yet its significance is frequently overlooked. Our initiative seeks to challenge the status quo about parenting in the workplace by advocating for companies to acknowledge parenthood as the major milestone it truly is from the outset and change the narrative. This perspective is inclusively radical and necessitates a courageous shift in mindset but outliers are the rebels who challenge the norms and rewrite the rules. Let’s be Outliers.

  • Human Experience

    The arrival of a child signifies a crucial neurocognitive development stage, often undervalued. The human experience of parenthood differs from milestones like marriage, homeownership, or years of service. It serves as our first step into caregiving and shapes our identity.

  • Diversity & Inclusion

    By acknowledging caregiving as a mutual obligation between men and women. Embracing a baby through birth, adoption, or surrogacy is a reflection of our intersectionality. It defines who we are, not simply something we do.

  • Health & Wellness

    Cultivate a supportive, inclusive workplace culture that recognizes and values employees who have recently welcomed a baby, enhancing employee retention and ROV. It's value isn't quantified by cost management vs. something else. It's allowing your workplace to show authentically.

  • Woman-Owned, Women Made, Women & Minority Suppliers. Longevity & Sustainability Focus.

True Stories | Real Employees

Gay Non-Gestational Parent

We were so excited to start our family but I didn't tell anyone at my work. As a gay non-gestational parent, I wasn't prepared to share more of myself or answer all the questions that would come with it. I removed myself from the family community because being part of it meant disclosing more than I was willing to give.

Solo Adoptee Parent

I was a solo adoptee parent and had been working at the company for over 10 years. My boss, a father himself, was so begrudged with me choosing to take leave. He completely blocked any acknowledgement at work. He was a gate keeper of joy. Sure, I could have made a complaint, but at that point, it wasn't worth the effort. I didn't return

Full gratitude

An employee had called to ask what the protocol for our initiative was before he ordered. He wanted to know whether he had to disclose his family's pregnancy or if we would. I reassured him that we do not share and that was for him to do when her was ready. He was so grateful for the inclusion of his workplace as well as the respect for his privacy.

The Best

Both my babies were celebrated at work. It was such a wonderful experience and they had a mini baby shower for me like my wife had at home. I could have never imagined someone would do that for me. I am still at the company today.

Want to find out more?