Having healthy and happy employees is extremely important to our company, which is why we offer all of our employees more than just great basic health coverage. It’s our intention that these benefits will help all of our employees have more flexibility in balancing their lives, caring for their families, and managing their many responsibilities.
At realtor.com we celebrate diversity and fully embrace the value of having an inclusive culture where people can be their whole selves and do their best work. We strive for a culture where everyone feels fully “at home” at realtor.com.
We approach our D&I Strategy through the following lenses:
Awareness
Educate, increase awareness and set clear expectations with employees and beyond when it comes to embracing diversity and promoting inclusion.
Process
Ensure that all practices, policies, and processes are fair and equitable.
Accountability
Reinforce our commitment to diversity and inclusion and hold everyone accountable through process, measurement, analytics, and feedback.
Employee Engagement
Support and encourage employee involvement in D&I efforts.
External Impact
Use our brand, company mission and strategic partnerships as a mechanism to force positive change within the housing industry.
Our employee resource groups (ERGs) are voluntary, employee-led groups that help foster a diverse, inclusive workplace and are aligned with our realtor.com mission and values. They are designed around shared characteristics or life experiences, and all employees are invited to join.
We currently have three ERGs, including:
Formation is a safe space to celebrate BIPOC (Black, Indigenous, and People of Color) voices and have open dialogue, express concerns, and offer suggestions to make our culture one where diversity, inclusion, and belonging are real.
Inspiring Women @ RDC is a community where we can learn from and support one another through networking and educational events.
Beyond Pride is an RDC employee group of LGBTQ+ employees and friends. We celebrate the power of unique differences and shared similarities.
Family Medical Leave
There may come a time when you need to begin a leave of absence to cover needs such as disability, caregiver leave, Family Member Leave Act (FMLA).
Generous Parental Leave
Paid Parental Leave to include bonding, adoption, & surrogacy (20 weeks for primary caregivers and 4 weeks for secondary caregivers)
- Unlimited
- Child's Primary Caregiver may take up to 20 weeks of paid leave. Eligible employee who will not be the child’s Primary Caregiver during the period of the leave may take up to 4 weeks as the Secondary Caregiver.
- Child's Primary Caregiver may take up to 20 weeks of paid leave. Eligible employee who will not be the child’s Primary Caregiver during the period of the leave may take up to 4 weeks as the Secondary Caregiver.
- 3.5%
| Benefits | Median | Average |
|---|---|---|
| Vacation Allowance(Weeks) | 4 | 4 |
| Paid Maternity Leave (weeks) | 20 | 16 |
| Unpaid Maternity Leave (weeks) | 2 | 12 |
| Paid Paternity Leave (weeks) | 3 | 3 |
| Unpaid Paternity Leave (weeks) | ? | ? |
| 401k Matching | Available | Available |
| Healthcare | Available | Available |
| On-Site Childcare | Not Available | Not Available |
| Flex Time | Available | Available |
