Finest Workplaces, Caring , Excessive-trust management
Right here’s what vaults the AI-chip maker into the No. 2 spot on the Fortune Finest Workplaces for Dad and mom record in 2025.
When looking for essentially the most supportive firms for working dad and mom, the dialog typically begins and ends with parental depart.
Within the U.S., dad and mom should not assured paid depart when welcoming a brand new baby. The Household and Medical Go away Act (FMLA) solely ensures dad and mom who work for a qualifying firm can take unpaid depart with out dropping their job.
On common, new mothers take 10 weeks of maternity depart within the U.S., and common 10.6 paid sick days and 11.6 days of paid private time, in accordance with a Nationwide Institute of Well being research. Lower than 5% of American fathers take greater than two weeks of parental depart.
Against this, NVIDIA affords 22 weeks of paid depart for moms giving start and 12 weeks of paid depart to non-birthing new dad and mom, together with dads and oldsters welcoming a toddler by way of surrogacy or adoption. After paid parental depart ends, workers are additionally eligible for Flex Time, which supplies eight weeks of engaged on a versatile schedule to assist workers transition again to work.
These insurance policies are simply a few of the causes NVIDIA is No. 2 on the Fortune Finest Workplaces for Dad and mom™ Record for 2025.
Such generosity is much less shocking for an organization price greater than $4 trillion. But, it’s the ethos of NVIDIA, the place CEO Jensen Huang repeats his perception that caring for workers is the No. 1 precedence for the corporate.
It’s why you’ll be able to’t replicate NVIDIA’s success simply by matching their parental depart providing or replicating their applications that assist dad and mom.
“You’ll be able to’t simply create a program; it’s a must to create an ethos that claims we’re going to assist households,” says Beau Davidson, vice chairman of worker expertise at NVIDIA.
Its dedication to assist workers have households and construct their lives drives decision-making at NVIDIA. Beneficiant paid depart is one instance, however you may as well discover further flexibility for folks returning to work, protection for surrogacy and adoption value, back-up childcare protection, and sturdy well-being assets.
One massive lesson NVIDIA has realized? “Adopting a one-size-fits-all strategy isn’t very productive,” Davidson says. “There are many instances on the market the place workers want further assist, dad and mom with autistic kids or dad and mom of youngsters with particular wants, for instance. That’s the place NVIDIA actually doubles down.”
Consequently, NVIDIA workers can provide their finest effort, or as the corporate likes to say “do their life’s work.”
Caring for workers builds belief
Tales of how the corporate cares for workers are invaluable vectors of belief that unfold by phrase of mouth. The natural result’s elevated ranges of belief.
“One of many issues that we always hear from workers at NVIDIA is ‘I do know the corporate will do the proper factor,’” Davidson says. And there are numerous examples of the corporate going above and past to care for workers affected by wildfires in California or caught up in international battle in Ukraine or the Center East.
“We simply attain out and assist — and that creates an atmosphere that feeds upon itself, the place folks know the corporate goes to deal with our workers effectively when conditions occur, massive and small,” Davidson says.
For fogeys, that further care is likely to be how the corporate helps somebody with the excessive prices of a number of rounds of IVF remedies, or the comparable assist for adoptive dad and mom. “We do not create second class residents of people who find themselves adoptive dad and mom,” Davidson says. “We do not create second class residents for individuals who have kids which are born by way of surrogacy. We goal to deal with all people on a comparable stage.”
The end result? Nealy 9 in 10 NVIDIA workers who’re dad and mom say managers keep away from taking part in favorites (86%) in comparison with slightly below half of working dad and mom at a typical office who say the identical (48%). 9 in 10 dad and mom at NVIDIA imagine that the group deeply cares about their lives (93%) and 89% say administration cares about their lives exterior of labor.
These experiences foster belief, a vital driver of enterprise efficiency. Nice Place To Work analysis reveals that firms with greater ranges of belief even have greater ranges of productiveness, innovation and agility — leading to extra income and stronger inventory market efficiency.
At NVIDIA, 93% of oldsters report giving further effort — driving greater ranges of productiveness. That’s 50% greater than the 62% of oldsters who say the identical at a typical U.S. office.
The influence of managers
The generosity of NVIDIA’s applications is one factor, however the true differentiator for folks is commonly of their relationship with their supervisor.
For instance, when dad and mom return to work from parental depart, they get eight weeks of “flex time” the place they work out a schedule with their supervisor to ramp as much as their former workload. The success of that association is deeply depending on having an understanding and cooperative supervisor.
“Crucial factor is making certain that we have now a tradition the place managers and workers speak with each other to permit for that flexibility,” Davidson says. To make sure that workers have constant experiences with their supervisor, the staff makes use of common surveys just like the Nice Place To Work® Belief Index™ survey, but in addition focused pulse surveys all year long on issues like flexibility or recognition.
“No matter query you ask to workers, I’ve realized that they are all the time going to inform you what’s on their thoughts,” Davidson says. And when a necessity will get communicated? NVIDIA’s dedication to serving to dad and mom guides them to attempt to discover a strategy to say “Sure.”
“As I sit right here in my position, my job primarily is to be sure that we’re caring for our workers,” Davidson says. “If you happen to do proper by your workers, they will do proper by your organization.”
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