It’s all about the working dads…



Potentially this could be a big week for dads!

This week, employees were able to make requests for shared parental leave; meaning expectant dads may well start to apply to take several weeks or months off in 2015.

Are we ready to go?

Despite 1 in 5 employees saying they want to make use of the policy within the next 5 years, a survey of human resources directors found that one in five admit being unprepared for the change in the law; ‘70 per cent of the personnel directors predicted there would be “little or no” interest from employees in the new arrangements, at least within the first year.’ (The Telegraph, see link below to article)

What do we think about working dads?

Increasingly, we are spending more time with groups of expectant and dads in the workplace, to discuss the challenges and joys of a potentially huge role-change.  Here are the top 4 challenges posed to those fathers who would like to spend more time with their children, followed by 4 steps for HR teams and managers to take to help support their dads at work:

Top challenges:

  1. The financial, traditional and cultural pressure of being ‘a provider’.
  2. The pressure from colleagues, clients and managers to continue to drive revenues above and beyond any other life commitment
  3. The traditional and outdated attitude of seniors
  4. The image management concern: with masculinity being called into question by openly wanting to spend more time caring for children

How can companies support working dads?

  1. Provide easily accessible information (intranet page devoted to dads for example) with all the policies and information in one place.
  2. Profile those senior working dads who choose to spend time with their family as ‘role models’.  A recent survey by Linklaters revealed that ‘half of men surveyed said they would be influenced against taking shared parental leave if other men in their organisation chose not to.’
  3. Set up an internal support network for dads – this can be an informal gathering of dads for lunch or a more formal event with a guest speaker.  This provides support, shows that your company does have dads on their ‘agenda’ and encourages sharing of advice and tips to others
  4. Encourage flexibility within your culture.  Mostly this means working with your managers to ensure they know how to manage parents (especially new parents, grappling with potentially the biggest life-event they have faced)

What are working dads saying about all of this?

Hugh Roberts, working dad and Business Analysis Controller at L’Oréal Luxe, gave us specific examples of how his company supports dads:

‘L’Oréal UKI supports both working Mums and Dads and has recently introduced excellent new initiatives.  These include an annual family day (with lots of fun activities for children), partnering with Parental Choice (to help with childcare choices and seminars during the working day) and Worksmart (to facilitate working from home).’

Matthew Ings, working dad and Business Development Manager for a Wealth Management company comments:

‘This positive change in legislation is a great opportunity for Dads to get far more involved in the early part of their child’s life. However, this will only happen fully if the culture of their employers is one that enables them to feel comfortable in asking for the additional time off. ‘

In the press… 

Finally, there’s been a lot of press coverage on shared parental leave this week.  Here are the best:

http://www.standard.co.uk/lifestyle/london-life/dads-under-pressure-why-its-time-for-men-to-take-their-share-of-parental-leave-9881485.html
http://www.telegraph.co.uk/news/uknews/11261004/Bosses-seriously-underestimating-demand-for-shared-parental-leave.html
By Helen Letchfield


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