As anyone who is trying to juggle work with caring responsibilities knows, the reality of caring is far removed from the sanitised version portrayed in the media. Sure, we occasionally see the flustered mother, or tired new parents, but more often than not, it doesn’t speak of the everyday slog made worse by rigid work patterns, outdated views and a general lack of support that’s letting down families.
Modern Britain is not set up to support working parents and carers. In fact, the structures in place and out-of-touch attitudes about gender roles add to the already stressful job of being a parent or carer. Our latest Barriers to Equal Parenting research, in partnership with Wates Group, shows that 74% of dads want to fully embrace equal parenting but still feel there is a stigma around taking time off work.
For the 13 million working parents and 3 million unpaid working carers, there can be emergencies that require time off and additional physical or emotional needs to be met or support systems to be navigated. And for working parents there are also extortionate childcare costs to cover.
But contending with these issues doesn’t just fall into the category of worries, they have real-life consequences. Our research found that 2 in 10 families have gone into debt to cover childcare costs, rising to 4 in 10 families on lower incomes. In addition, 4 in 10 parents say the challenge of finding childcare has had a negative effect on their mental health.
But that’s not all. A lack of paternity leave and views on men and women’s roles that are stuck in the past impacts not only fathers, but mothers and children too. A staggering 8 in 10 fathers told us their situation has caused a strain on the health of themselves, their partner or their child, and a third of dads who couldn’t take the paternity leave they wanted said it impacted the mental health of them or their partner.
It’s evident that working parents and carers are buckling under the pressure of work structures that no longer work, along with a rise in living costs which necessitates – in most cases – that both parents maintain an income. As parents battle systems that are having a detrimental effect on family life, we must remember that there are alternatives. Whilst we wait for government legislation to catch up with the realities of life for so many, employers are in prime position to ease the pressure on families with practical actions that are also good for business.
Make Work Flexible
The positive effects of flexible working on the lives of employees cannot be overestimated, allowing them to be present both when at work and in their personal life, reducing stress and boosting engagement. With so many ways to work flexibly, jobs can be designed to incorporate a flexible element, opening up flexible working to almost every role.
Make sure job adverts highlight the flexibility available to avoid missing out on the 7 in 10 parents who wouldn’t apply for a role unless they know flex is an option. Not only is flex proven to help retain valued staff, with 73% of parents saying it increased loyalty to their employer, not working flexibly could come at the cost of missing out on a diverse range of talent that propels innovation and strengthens organisations.
Consider Individual Ways of Working
Employees work at their best when they feel trusted and have a sense of control and choice. Where possible, enable employees to find the right balance for themselves by giving people autonomy in how they structure their day. It can help manage expectations on both sides if ways of working are agreed and people can create their own routines within a structure.
For example, agreeing to not book back-to-back calls, and asking people to add their working hours to their email signatures. When employees aren’t in work, support them to unplug completely so they can rest, recharge and return motivated to perform at their best during working hours
Open Up Communication
Prioritise listening to understand what matters to parents and carers in the organisation and to highlight gaps in policy or discover how policies and practices can be improved. Initiate ‘You said, we heard’ to communicate understanding and take feedback forward.
Regularly remind staff about the support available, especially as they move through different life stages, to raise awareness and encourage uptake. Normalise conversations about caring responsibilities to empower everyone to advocate for their own needs.
Empower Leaders
Train managers, not just in the policies, but why they matter. Good policy doesn’t automatically translate into good practice, so help managers by busting myths around flexible working and to understand the business benefits of flexible and family-friendly working. Ensure consistency across the organisation by providing resources to line managers, such as checklists, so that a conversational structure can be followed.
When determining work patterns, encourage managers to consider which tasks require collaboration and which require focused concentration, so that both in-office and remote working can be used to their best advantage.
Use ‘Real Models’
Encouraging leaders and others to be open about how they use flexible and family-friendly working is the most powerful way to make it culturally acceptable and encourage others to take up the opportunities available. It can be as simple as putting school pick ups in the diary, or ‘parenting out loud’ – sharing stories and being open about their own flexible working needs in order to fulfil their caring responsibilities.
Exceed the Standard for Parental Leave
Research has shown that, not only are families desperately wanting to take more time with their new baby, better paid leave for fathers could also boost economic growth and close the gender pay gap. Many employers now recognise the importance of offering enhanced paternity and partner leave, both financially and culturally, to enable fathers and partners to spend meaningful time with their new baby and provide vital support to their family.
And, with many young men looking at paternity policies as a deciding factor in their next job role, it’s a boost for winning over the next generation of talent. When you do have a great policy in place, make sure it’s plain to see on your website for new recruits.
If you want to make sure you’re on track to be a family-friendly employer, Working Families’ range of opportunities can support you on your journey. Our membership will equip your people with the confidence, strategies, and tools to become a fully inclusive, high-performing organisation. Or, if you’re ready to stand out from the crowd as an employer who invests in their people and is committed to industry-leading, positive change, consider our new Family Friendly Workplaces Certification.
Jane joined Working Families as CEO in September 2018. She has held senior leadership positions at a number of UK charities, including Samaritans and Sands. She believes in the value of a fulfilling, balanced working life and its transformative power to create social connections, build self-esteem, and impact the wider community. She is a passionate advocate of equity of opportunity for all.