Wild hair idea but what if there was a program where people who have to stand in for people who are on maternity or medical leave are officially mentored and nurtured in that role and then after the other person leaves, the interim person is up for a promotion? Regardless I think they should have support because often you see something doing multiple jobs and they're doing great at it. Or not. But we have someone filling in for a colleague, and they absolutely deserve to be an exec afterwards.

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Has potential as a succession plan.

However, imagine if you were going out on leave with a newborn on the way and saw this program in action. Wouldn’t there be a sense of fear that you are being replaced while away? Think that would be something you would want to address early on to ensure nobody feels targeted.

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Not a terrible idea but timing for a role opening up can be years or decades in some places. Do think there should be more for those that step up.

Understand Manager of Comp's concerns and agree it has to be balanced. Think something like an extra bonus/increased promotion potential/mentorship for someone filling in for mat/med leave, especially if its longer than 3 months and they don't recieve extra support to help cover that role in addition to their day job, could be good. I've see people cover extended leave for coworkers at the same level or interim hold teams together following a leadship departure and get nothing or be actively penalized in return. Covering is a significant undertaking and whatever system is used should support and incentivize the folks covering leaves without significantly penalizing those that need/want to take them.

Agree with Manager’s concern,great idea but then if the firm decides to cut cost you know what would happen..

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