2024 Global Compensation Report

2,200+ Members / 1,000+ Firms

The Compensation Calculator

About This Report

The VC Platform Global Compensation Report delivers powerful insights on Platform compensation, benefits, industry trends, and emerging practices across global venture firms.

In this 8th edition, the 2024 report surveyed nearly 700 Platform professionals from a diverse intersection of roles, geography, tenure, and firm size and industry.

Platform is a broad category of roles focused on specific non-investment functions ranging from pre-investment firm goals (eg. brand building to better source new investments) to post-investment efforts (eg. directly supporting portfolio companies). While most roles within Platform can be segmented by area of focus, title, and functional responsibilities, it is important to note that all firms are unique and operate independently. Learn more about the Power of Platform here.

Through its partnership with Sequoia’s Total Rewards team, VC Platform has normalized survey responses based on geography, tenure, fund size, fund type, functional role, and various compensation elements. Additionally, responses have undergone an intense data-cleaning process, including identifying and removing duplicate responses, removing responses from primarily investment-focused roles, converting global currencies, selectively removing significant outliers within the data set, standardizing geographic locations, removing incomplete responses, and accounting for unique/fill-in-the-blank responses.

The findings in this report may not align with the standards and practices of every firm.

If you are a Platform professional interested in joining a global community of peers, please consider applying for membership.

Explore Our Past Reports

Access our historical reports to identify changes and trends in data:

Thank you to our Partner

We are delighted to work with our community sponsor Sequoia to bring this project to life. Sequoia is a pioneer in total people investment. They help companies master the practice of driving outcomes that matter through their people-focused work on compensation, benefits, wellbeing, HR and payroll, and business protection.

  • Rebekah WillettsSenior Business Consultant
  • Sam SpiegelmanClient Consultant, Compensation Advisory
  • Thanh NguyenHead of VC Practice

We’d Like to Recognize the Following:

Anna OttVP of People, HV Capital & Board Director, VC Platform
Dan HolahanHead of Community, VC Platform
Erica AmatoriVP of Platform, Left Lane Capital & Board Director, VC Platform
Joshua GoodfieldExecutive Director, VC Platform

Individuals From 1,000+ Firms Were Invited to Participate

Representation from world-class firms, including:

This Report Includes Data From...

695

Respondents

2,200+

VC Platform Community Members

Who Took the Survey?

Gender Identity

Gender identity breakdown of who responded

24
1
75
Titles

What title best matches your own?

  • 9%Analyst/Associate (64)
    3-7 Years of Experience
  • 29%Manager/Sr. Associate (193)
    6-12 Years of Experience
  • 27%Director (183)
    9-14 Years of Experience
  • 20%Vice President/Sr. Vice President (132)
    12-18 Years of Experience
  • 15%Partner/CxO (106)
    15-24 Years of Experience
Primary Role

Count of what is the primary focus of your role

  • 30%Community & Portfolio Support (206)
  • 21%Marketing, Content , & Events (145)
  • 17%Talent & Recruiting (115)
  • 13%Internal Operations (85)
  • 10%Business Development & Partnership (68)
  • 5%Investor Relations / Fundraising (37)
  • 2%Investment Sourcing/Diligence (15)
  • 2%Other (12)

Respondents Firm Information

Firm Assets Under Management
  • 17%Less Than $100M USD (109)
  • 17%$100M - $249M USD (114)
  • 12%$250M- $499M USD (96)
  • 14%$500M - $999M USD (99)
  • 20%$1.0Bn - $2.49Bn USD (127)
  • 8%$2.5Bn - $4.9Bn USD (69)
  • 11%More than $5.0Bn USD (71)
  • 1%Other
    (10)
Fund Type
  • 80%Venture Capital Firm (527)
  • 11%Growth/Private Equity (93)
  • 6%Corporate Venture Capital Firm (52)
  • 3%Other (23)
Investment Stage
  • 5%Pre-Seed (36)
  • 59%Early Stage: Seed → Series B (371)
  • 5%Growth Stage: Series B → Series D (47)
  • 30%Multi Stage (232)
  • 1%Other (9)

Respondents Geography

Primary Filters
Secondary Filters
Display Currency
https://compsurvey.vcplatform.com/wp-content/uploads/2024/10/logo-2024.svg
Filters Selected
  • United States
  • Manager
  • Years of Exp: 14-25+
Clear
Current Dataset Profile

--

Survey Participants

--

Avg Total Years of Prof Experience

Firm AUM Breakdown
  • 8 (35%)Business Development
  • 8 (15%)Business Development
  • 8 (25%)Business Development
  • 8 (25%)Business Development
  • 8 (25%)Business Development
  • 8 (25%)Business Development
Cash Compensation
  Market Data Percentiles
10th 25th 50th 75th 90th  
Base Salary -- -- -- -- --  
Bonus -- -- -- -- --  
Total Cash -- -- -- -- --  
             
Cash Compensation
  Market Data Percentiles
25th 50th 75th  
Base Salary -- -- --  
Bonus -- -- --  
Total Cash -- -- --  
         
Carry Eligibility
  • 8 (35%)Business Development
  • 8 (15%)Business Development
  • 8 (25%)Business Development
Carry
  Market Data Percentiles
10th 25th 50th 75th 90th  
Total Dollars at Work -- -- -- -- --  
Max Fund Dollars at Work -- -- -- -- --  
Carry % (Max if Mult. Funds) -- -- -- -- --  
             
Carry
  Market Data Percentiles
25th 50th 75th  
Total Dollars at Work -- -- --  
Max Fund Dollars at Work -- -- --  
Carry % (Max if Mult. Funds) -- -- --  
         

How does my firm’s profile affect my compensation?

"As would be expected, larger firms with higher AUM pay higher base salaries for the same positions. Part of this, however, can be attributed to the fact that smaller, lower AUM firms are typically hiring employees with less experience to fill the same roles when compared to the average years of experience at larger, higher AUM firms, as is reflected in the survey responses."
Thanh NguyenHead of VC Practice

Bonus Compensation

Bonus as a Percentage of Base Salary

74.2%

Of Respondents Receive a Bonus

74.2%

Of Respondents Receive a Bonus

74.2%

Of Respondents Receive a Bonus

74.2%

Of Respondents Receive a Bonus

74.2%

Of Respondents Receive a Bonus

74.2%

Of Respondents Receive a Bonus

  • 28%0-10% of base compensation (114)
  • 32%10-20% of base compensation (131)
  • 20%20-30% of base compensation (80)
  • 10%30-40% of base compensation (39)
  • 4%40-50% of base compensation (17)
  • 6%50%+ of base compensation (23)
How is Your Bonus Payout Determined?
79
21
Un-Diluted: Eligible and Paid?
93
7
Diluted: Eligible and Paid?
82
18
  • 55%0-10% of base compensation (17)
  • 39%10-20% of base compensation (12)
  • 6%20-30% of base compensation (2)
  • 0%30-40% of base compensation (0)
  • 0%40-50% of base compensation (0)
  • 0%50%+ of base compensation (0)
How is Your Bonus Payout Determined?
85
15
  • 23%0-10% of base compensation
  • 46%10-20% of base compensation
  • 12%20-30% of base compensation
  • 10%30-40% of base compensation
  • 1%40-50% of base compensation
  • 8%50%+ of base compensation
How is Your Bonus Payout Determined?
74
26
  • 23%0-10% of base compensation (26)
  • 35%10-20% of base compensation (39)
  • 24%20-30% of base compensation (27)
  • 11%30-40% of base compensation (12)
  • 1%40-50% of base compensation (1)
  • 5%50%+ of base compensation (6)
How is Your Bonus Payout Determined?
74
26
  • 21%0-10% of base compensation (18)
  • 26%10-20% of base compensation (22)
  • 24%20-30% of base compensation (21)
  • 14%30-40% of base compensation (12)
  • 7%40-50% of base compensation (6)
  • 8%50%+ of base compensation (7)
How is Your Bonus Payout Determined?
81
19
  • 17%0-10% of base compensation (10)
  • 23%10-20% of base compensation (14)
  • 28%20-30% of base compensation (17)
  • 8%30-40% of base compensation (5)
  • 12%40-50% of base compensation (7)
  • 12%50%+ of base compensation (7)
How is Your Bonus Payout Determined?
79
21

How are bonus payments trending?

"Historically, Sequoia has observed bonuses consistently paid out at or above target for employees who receive one. More recently bonus payouts have decreased as a result of the macroeconomic trends we are all aware of. This year, however, we observed a 94% bonus payout at the 50th percentile in aggregate. Additionally, of those who were eligible for a bonus, roughly 18% of those employees did not receive a bonus, down from 30% in 2023. It should be noted that the payouts still skew lower when looking at the percentiles with the 25th percentile paying out at only 68% while the 75th percentile shows a 104% payout."
Sam SpiegelmanClient Consultant, Compensation Advisory

Carry Questions

Number of Funds Awarded Carry in Upon Joining the Firm
  • 43%Awarded carry in the ONE most recently raised active fund (176)
  • 12%Awarded carry in the TWO most recently raised active funds (47)
  • 13%Awarded carry in ALL active funds, including historic funds (48)
  • 18%Not awarded carry in any funds upon joining (66)
  • 4%Firm had not raised any funds upon joining (12)
  • 10%Other (34)

Capital Contribution Towards Carried Interest
  • 76%No (289)


  • 14%Yes, using after-tax income (53)

  • 6%Yes, but using a loan from my fund (22)
  • 4%Yes, using pre-tax income (17)

Carry Vesting Practices

Vesting Method
  • 50%Straight-line/linear vesting with a cliff (160)
  • 25%Straight-line/linear vesting with no cliff (79)
  • 10%Other (non-linear vesting)
    (33)

  • 15%I’m not sure
    (46)


Cliff Vesting Practices
  • 5%N/A - No Cliff (10)
  • 69%12 Months (136)
  • 1%18 Months (2)
  • 13%24 Months (26)
  • 6%36 Months (12)
  • 6%Other
    (11)
Vesting Schedule
5
8
17
13
15
11
21
10
Vesting Method VS. Length
 Straight LineNon-Linear
1-3 Years94% (29)6% (2) 
4 Years98% (63)2% (1) 
5 Years100% (49)0% (0) 
6-7 Years100% (54) 0% (0) 
8-9 Years83% (34)17% (7) 
10 Years72% (54)28% (21) 
       

How does carry allocation adjust with firm growth?

"Carry as an element of compensation is complicated because carry programs can be much more unique on a firm-to-firm basis than base salary. At a high level, as firms grow, it is typical to see carry percentages decrease, with the caveat that it is being applied to larger funds in terms of AUM. As shown in the report, the total dollars at work for employees still increases as AUM goes up. If you are unsure of how your carry program works, the best thing to do is ask your internal finance team. You can also leverage the carry calculator to understand how to estimate the potential value of your carry as well as the report to understand how your opportunity compares to the market across different firm sizes and employee levels."
Sam SpiegelmanClient Consultant, Compensation Advisory

Global Benefits

Physical Wellbeing
Healthcare Coverage or stipend
66%
460 out of 695
Meal stipend
23%
161 out of 695
Gym or physical wellness stipend
27%
189 out of 695
Emotional Wellbeing
Mental wellbeing support or stipend
21%
149 out of 695
Professional development stipend
24%
169 out of 695
Professional coach
11%
73 out of 695
Financial Wellbeing
Retirement account (401k/IRA) funding or match
54%
376 out of 695
Transit benefits
22%
155 out of 695
Work from home stipend
14%
99 out of 695
Educational, tuition, or continued education stipend
13%
87 out of 695
Student loan matching
1%
8 out of 695
N/A
No compensation other than salary and bonus
12%
81 out of 695
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
76%
324 out of 429
Meal stipend
25%
109 out of 429
Gym or physical wellness stipend
26%
113 out of 429
Emotional Wellbeing
Mental wellbeing support or stipend
21%
88 out of 429
Professional development stipend
25%
107 out of 429
Professional coach
11%
48 out of 429
Financial Wellbeing
Retirement account (401k/IRA) funding or match
69%
294 out of 429
Transit benefits
25%
108 out of 429
Work from home stipend
12%
52 out of 429
Educational, tuition, or continued education stipend
12%
52out of 429
Student loan matching
2%
8 out of 429
N/A
No compensation other than salary and bonus
7%
28 out of 436
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
62%
66 out of 133
Meal stipend
18%
24 out of 133
Gym or physical wellness stipend
33%
44 out of 133
Emotional Wellbeing
Mental wellbeing support or stipend
19%
25 out of 133
Professional development stipend
21%
28 out of 133
Professional coach
11%
14 out of 133
Financial Wellbeing
Retirement account (401k/IRA) funding or match
33%
44 out of 133
Transit benefits
15%
20 out of 133
Work from home stipend
17%
22 out of 133
Educational, tuition, or continued education stipend
12%
16 out of 133
Student loan matching
0 out of 133
N/A
No compensation other than salary and bonus
23%
31 out of 133
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
83%
34 out of 41
Meal stipend
15%
6 out of 41
Gym or physical wellness stipend
41%
17 out of 41
Emotional Wellbeing
Mental wellbeing support or stipend
46%
19 out of 41
Professional development stipend
44%
18 out of 41
Professional coach
12%
5 out of 41
Financial Wellbeing
Retirement account (401k/IRA) funding or match
27%
11 out of 41
Transit benefits
5%
2 out of 41
Work from home stipend
29%
12 out of 41
Educational, tuition, or continued education stipend
7%
3 out of 41
Student loan matching
0 out of 41
N/A
No compensation other than salary and bonus
7%
3 out of 41
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
64%
41 out of 64
Meal stipend
13%
8 out of 64
Gym or physical wellness stipend
31%
20 out of 64
Emotional Wellbeing
Mental wellbeing support or stipend
25%
16 out of 64
Professional development stipend
22%
14 out of 64
Professional coach
8%
5 out of 64
Financial Wellbeing
Retirement account (401k/IRA) funding or match
42%
27 out of 64
Transit benefits
4%
5 out of 64
Work from home stipend
19%
5 out of 64
Educational, tuition, or continued education stipend
13%
5 out of 64
Student loan matching
1%
5 out of 64
N/A
No compensation other than salary and bonus
10%
8 out of 77
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
0 out of 15
Meal stipend
7%
1 out of 15
Gym or physical wellness stipend
20%
3 out of 15
Emotional Wellbeing
Mental wellbeing support or stipend
40%
6 out of 15
Professional development stipend
47%
7 out of 15
Professional coach
13%
2 out of 15
Financial Wellbeing
Retirement account (401k/IRA) funding or match
47%
7 out of 15
Transit benefits
7%
1 out of 15
Work from home stipend
7%
1 out of 15
Educational, tuition, or continued education stipend
33%
5 out of 15
Student loan matching
0 out of 15
N/A
No compensation other than salary and bonus
20%
3 out of 15
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
33%
3 out of 9
Meal stipend
11%
1 out of 9
Gym or physical wellness stipend
11%
1 out of 9
Emotional Wellbeing
Mental wellbeing support or stipend
22%
2 out of 9
Professional development stipend
11%
1 out of 9
Professional coach
11%
1 out of 9
Financial Wellbeing
Retirement account (401k/IRA) funding or match
22%
2 out of 9
Transit benefits
22%
2 out of 9
Work from home stipend
22%
2 out of 9
Educational, tuition, or continued education stipend
11%
1 out of 9
Student loan matching
0 out of 9
N/A
No compensation other than salary and bonus
20%
0 out of 9
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
20%
5 out of 25
Meal stipend
12%
3 out of 25
Gym or physical wellness stipend
52%
13 out of 25
Emotional Wellbeing
Mental wellbeing support or stipend
16%
4 out of 25
Professional development stipend
24%
6 out of 25
Professional coach
16%
4 out of 25
Financial Wellbeing
Retirement account (401k/IRA) funding or match
16%
4 out of 25
Transit benefits
24%
6 out of 25
Work from home stipend
24%
6 out of 25
Educational, tuition, or continued education stipend
8%
2 out of 25
Student loan matching
0 out of 25
N/A
No compensation other than salary and bonus
28%
7 out of 25
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
55%
12 out of 22
Meal stipend
14%
3 out of 22
Gym or physical wellness stipend
23%
5 out of 22
Emotional Wellbeing
Mental wellbeing support or stipend
14%
3 out of 22
Professional development stipend
9%
2 out of 22
Professional coach
9%
2 out of 22
Financial Wellbeing
Retirement account (401k/IRA) funding or match
5%
1 out of 22
Transit benefits
45%
10 out of 22
Work from home stipend
18%
4 out of 22
Educational, tuition, or continued education stipend
18%
4 out of 22
Student loan matching
0 out of 22
N/A
No compensation other than salary and bonus
9%
2 out of 22
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
67%
10 out of 15
Meal stipend
53%
8 out of 15
Gym or physical wellness stipend
20%
3 out of 15
Emotional Wellbeing
Mental wellbeing support or stipend
7%
1 out of 15
Professional development stipend
13%
2 out of 15
Professional coach
13%
2 out of 15
Financial Wellbeing
Retirement account (401k/IRA) funding or match
33%
5 out of 15
Transit benefits
47%
7 out of 15
Work from home stipend
0 out of 15
Educational, tuition, or continued education stipend
20%
3 out of 15
Student loan matching
0 out of 15
N/A
No compensation other than salary and bonus
20%
3 out of 15
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
40%
4 out of 10
Meal stipend
30%
3 out of 10
Gym or physical wellness stipend
60%
6 out of 10
Emotional Wellbeing
Mental wellbeing support or stipend
30%
3 out of 10
Professional development stipend
20%
2 out of 10
Professional coach
10%
1 out of 10
Financial Wellbeing
Retirement account (401k/IRA) funding or match
40%
4 out of 10
Transit benefits
20%
2 out of 10
Work from home stipend
20%
2 out of 10
Educational, tuition, or continued education stipend
20%
2 out of 10
Student loan matching
0 out of 10
N/A
No compensation other than salary and bonus
30%
3 out of 10
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
39%
7 out of 18
Meal stipend
72%
13 out of 18
Gym or physical wellness stipend
6%
1 out of 18
Emotional Wellbeing
Mental wellbeing support or stipend
6%
1 out of 18
Professional development stipend
6%
1 out of 18
Professional coach
6%
1 out of 18
Financial Wellbeing
Retirement account (401k/IRA) funding or match
67%
12 out of 18
Transit benefits
50%
9 out of 18
Work from home stipend
6%
1 out of 18
Educational, tuition, or continued education stipend
17%
3 out of 18
Student loan matching
0 out of 18
N/A
No compensation other than salary and bonus
11%
2 out of 19
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
32%
6 out of 19
Meal stipend
11%
2 out of 19
Gym or physical wellness stipend
11%
2 out of 19
Emotional Wellbeing
Mental wellbeing support or stipend
5%
1 out of 19
Professional development stipend
21%
4 out of 19
Professional coach
11%
2 out of 19
Financial Wellbeing
Retirement account (401k/IRA) funding or match
21%
4 out of 19
Transit benefits
16%
3 out of 19
Work from home stipend
16%
3 out of 19
Educational, tuition, or continued education stipend
26%
5 out of 19
Student loan matching
0 out of 19
N/A
No compensation other than salary and bonus
26%
5 out of 19
0%
25%
50%
75%
100%
Physical Wellbeing
Healthcare Coverage or stipend
50%
14 out of 28
Meal stipend
14%
4 out of 28
Gym or physical wellness stipend
18%
5 out of 28
Emotional Wellbeing
Mental wellbeing support or stipend
18%
5 out of 28
Professional development stipend
18%
5 out of 28
Professional coach
0 out of 28
Financial Wellbeing
Retirement account (401k/IRA) funding or match
18%
5 out of 28
Transit benefits
11%
3 out of 28
Work from home stipend
18%
5 out of 28
Educational, tuition, or continued education stipend
11%
3 out of 28
Student loan matching
0 out of 28
N/A
No compensation other than salary and bonus
36%
10 out of 28
0%
25%
50%
75%
100%

What is the link between comp, benefits, and company goals?

"Your comp and benefits strategy is the philosophical north star that underpins how your organization will reward its employees. It’s vital to get it right from the beginning. A company is only as good as the people who work there, which means your total rewards philosophy (including compensation, benefits, recognition, career development, and wellbeing) should support and enable your business to achieve its stated business goals."
Rebekah Willetts Senior Business Consultant

Remote Work

How many days do you work in your office?

United States
  • 33%Fully Remote
    (145)
  • 48%1-3 days per week in the office (211)
  • 19%4 - 5 days per week in the office (80)
Europe
  • 19%Fully remote
    (32)
  • 45%1- 3 days per week in the office (73)
  • 36%4 - 5 days per week in the office (59)

Parental Leave

Does your firm have a parental leave policy?
64
3
33
How Long Does the Primary Caregiver Receive Full Salary?
  • 3%1 Month
    (8)
  • 7%2 Months
    (19)
  • 33%3 Months
    (85)
  • 34%4 Months
    (86)
  • 9%5 Months
    (23)
  • 14%6+ Months
    (34)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 26%1 Month
    (39)
  • 23%2 Months
    (34)
  • 19%3 Months
    (28)
  • 21%4 Months
    (32)
  • 5%5 Months
    (8)
  • 6%6+ Months
    (10)
Does your firm have a parental leave policy?
62
3
35
How Long Does the Primary Caregiver Receive Full Salary?
  • 3%1 Month
    (5)
  • 7%2 Months
    (11)
  • 40%3 Months
    (67)
  • 37%4 Months
    (61)
  • 8%5 Months
    (13)
  • 6%6+ Months
    (10)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 24%1 Month
    (25)
  • 24%2 Months
    (25)
  • 24%3 Months
    (25)
  • 23%4 Months
    (24)
  • 5%5 Months
    (5)
  • 2%6+ Months
    (2)
Does your firm have a parental leave policy?
62
4
34
How Long Does the Primary Caregiver Receive Full Salary?
  • 3%1 Month
    (1)
  • 11%2 Months
    (4)
  • 18%3 Months
    (7)
  • 18%4 Months
    (7)
  • 3%5 Months
    (1)
  • 47%6+ Months
    (18)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 37%1 Month (7)
  • 11%2 Months (2)
  • 1%3 Months (2)
  • 11%4 Months (2)
  • 0%5 Months (0)
  • 32%6+ Months (6)
Does your firm have a parental leave policy?
66
7
27
How Long Does the Primary Caregiver Receive Full Salary?
  • 0%1 Month
    (0)
  • 0%2 Months
    (0)
  • 8%3 Months
    (1)
  • 31%4 Months
    (4)
  • 54%5 Months
    (7)
  • 8%6+ Months
    (1)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 9%1 Month (1)
  • 55%2 Months (6)
  • 9%3 Months (1)
  • 9%4 Months (1)
  • 9%5 Months (1)
  • 9%6+ Months (1)
Does your firm have a parental leave policy?
63
2
35
How Long Does the Primary Caregiver Receive Full Salary?
  • 5%1 Month
    (1)
  • 9%2 Months
    (2)
  • 18%3 Months
    (4)
  • 9%4 Months
    (2)
  • 0%5 Months
    (0)
  • 59%6+ Months
    (13)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 36%1 Month (5)
  • 14%2 Months (2)
  • 7%3 Months (1)
  • 7%4 Months (1)
  • 0%5 Months (0)
  • 36%6+ Months (6)
Does your firm have a parental leave policy?
100
0
0
How Long Does the Primary Caregiver Receive Full Salary?
  • 0%1 Month
    (0)
  • 9%2 Months
    (1)
  • 9%3 Months
    (1)
  • 45%4 Months
    (5)
  • 18%5 Months
    (2)
  • 18%6+ Months
    (2)
How Long Does the Secondary Caregiver Receive Full Salary?
  • 10%1 Month
    (1)
  • 10%2 Months
    (1)
  • 0%3 Months
    (0)
  • 50%4 Months
    (5)
  • 20%5 Months
    (2)
  • 10%6+ Months
    (1)
Does your firm have a parental leave policy?
78
0
22
Does your firm have a parental leave policy?
55
14
31
Does your firm have a parental leave policy?
58
0
42
How Long Does the Primary Caregiver Receive Full Salary?
  • 0%1 Month
    (0)
  • 0%2 Months
    (0)
  • 33%3 Months
    (2)
  • 33%4 Months
    (2)
  • 0%5 Months
    (0)
  • 33%6+ Months
    (2)
Does your firm have a parental leave policy?
43
7
50
Does your firm have a parental leave policy?
89
0
11
Does your firm have a parental leave policy?
71
6
23
How Long Does the Primary Caregiver Receive Full Salary?
  • 0%1 Month
    (0)
  • 0%2 Months
    (0)
  • 43%3 Months
    (3)
  • 57%4 Months
    (4)
  • 0%5 Months
    (0)
  • 0%6+ Months
    (0)
Does your firm have a parental leave policy?
66
0
34
How Long Does the Primary Caregiver Receive Full Salary?
  • 0%1 Month
    (0)
  • 0%2 Months
    (0)
  • 29%3 Months
    (2)
  • 43%4 Months
    (3)
  • 0%5 Months
    (0)
  • 29%6+ Months
    (2)
Does your firm have a parental leave policy?
63
4
33
How Long Does the Primary Caregiver Receive Full Salary?
  • 11%1 Month
    (1)
  • 22%2 Months
    (2)
  • 44%3 Months
    (4)
  • 11%4 Months
    (1)
  • 0%5 Months
    (0)
  • 11%6+ Months
    (1)

Does your firm offer more than the mandatory parental leave?

My firm offers more than the mandatory parental leave of the country/countries we operate in
41%
279 out of 678
My firm offers only the mandatory parental leave of the country/countries we operate in
21%
140 out of 678
No - We don't offer paternity or maternity leave benefits
3%
22 out of 678
I don't know
32%
220 out of 678
Other
3%
17 out of 678
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
45%
188 out of 421
My firm offers only the mandatory parental leave of the country/countries we operate in
16%
66 out of 421
No - We don't offer paternity or maternity leave benefits
3%
12 out of 421
I don't know
34%
143 out of 421
Other
2%
12 out of 421
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
46%
19 out of 41
My firm offers only the mandatory parental leave of the country/countries we operate in
20%
8 out of 41
No - We don't offer paternity or maternity leave benefits
7%
3 out of 41
I don't know
27%
11 out of 41
Other
0 out of 41
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
46%
29 out of 63
My firm offers only the mandatory parental leave of the country/countries we operate in
17%
11 out of 63
No - We don't offer paternity or maternity leave benefits
2%
1 out of 63
I don't know
35%
22 out of 63
Other
19 out of 63
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
93%
13 out of 14
My firm offers only the mandatory parental leave of the country/countries we operate in
7%
1 out of 14
No - We don't offer paternity or maternity leave benefits
0 out of 14
I don't know
0 out of 14
Other
0 out of 14
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
45%
4 out of 9
My firm offers only the mandatory parental leave of the country/countries we operate in
33%
3 out of 9
No - We don't offer paternity or maternity leave benefits
0 out of 9
I don't know
22%
2 out of 9
Other
0 out of 9
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
9%
2 out of 22
My firm offers only the mandatory parental leave of the country/countries we operate in
45%
10 out of 22
No - We don't offer paternity or maternity leave benefits
14%
3 out of 22
I don't know
32%
7 out of 22
Other
0 out of 22
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
29%
6 out of 21
My firm offers only the mandatory parental leave of the country/countries we operate in
24%
5 out of 21
No - We don't offer paternity or maternity leave benefits
0 out of 21
I don't know
38%
8 out of 21
Other
9%
2 out of 22
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
14%
2 out of 14
My firm offers only the mandatory parental leave of the country/countries we operate in
29%
4 out of 14
No - We don't offer paternity or maternity leave benefits
7%
1 out of 14
I don't know
50%
7 out of 14
Other
0 out of 14
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
30%
3 out of 10
My firm offers only the mandatory parental leave of the country/countries we operate in
50%
5 out of 10
No - We don't offer paternity or maternity leave benefits
0 out of 10
I don't know
10%
1 out of 10
Other
10%
1 out of 10
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
22%
4 out of 18
My firm offers only the mandatory parental leave of the country/countries we operate in
44%
8 out of 18
No - We don't offer paternity or maternity leave benefits
6%
1 out of 18
I don't know
22%
4 out of 18
Other
6%
1 out of 18
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
22%
4 out of 18
My firm offers only the mandatory parental leave of the country/countries we operate in
39%
7 out of 18
No - We don't offer paternity or maternity leave benefits
0 out of 18
I don't know
33%
6 out of 18
Other
6%
1 out of 18
0%
25%
50%
75%
100%
My firm offers more than the mandatory parental leave of the country/countries we operate in
19%
4 out of 27
My firm offers only the mandatory parental leave of the country/countries we operate in
44%
12 out of 27
No - We don't offer paternity or maternity leave benefits
4%
1 out of 27
I don't know
33%
9 out of 27
Other
0 out of 27
0%
25%
50%
75%
100%