- Establish a positive culture and communication in your team with regard to those with family commitments and (future) parents.
- Anticipate parenthood situations in your staff management and take into account family commitments in your staff management. Also, provide for the costs of replacements for maternity leave and other family leave in the planning of your research projects and budgetary processes. Moreover, according to Directive 1.38. of the University of Lausanne Rectorate concerning the health protection of pregnant women (PDF), it is the responsibility of managers to inform staff, at the time of hiring, of the risks involved within the framework of their professional activities.
- Adopt a benevolent attitude towards requests for family leave. If necessary, look for optimal replacement solutions during the leave period with those working with the person concerned.