At bpesearch, we recognise the importance of supporting colleagues that are also parents, not just within our own organisation but also for the businesses we partner with. Given that 85% of women, post birth, either go into a part time role or take up a role with less responsibility than they did before a new arrival, organisations are losing a wealth of talent and knowledge by not investing in, or appreciating the need to invest in parental leave within their business. However, whilst legislation is changing to support employees with caring responsibilities, we know that businesses can and typically want to do more.
Earlier this year, there were significant changes to the way we work with the introduction of the new Flexible Working Bill. The new bill builds upon existing legislation, granting employees the right to request flexible working arrangements from the very start of their employment. This includes options such as part-time work, flexitime, compressed hours, and varied working locations. But what can businesses do to empower their employees with parental responsibilities and support them even further?
Research shows that 88% of women become a mother before the age of 44 meaning a significant proportion of any businesses workforce may be impacted by the effects of having a family whilst also working so it’s crucial organisations know and understand how to best support this group of people. Our most productive work environments are those that are built on psychological safety and trust. So, it’s important we have open and honest conversations about parental support and support strategies, what our workplaces look like in terms of that psychological safety and how much we feel that we can trust in our business leaders, because that is going to be key for people that are going through this journey.
To help support and educate our colleagues and businesses we partner with, we invited our board directors, line managers and importantly, parents to a webinar, hosted by Kellie Nedelcoux. Kellie, who also happens to be a mum to her two year old daughter, is a Parent & Transition coach. She founded Career and Parenthood, approximately 18 months ago, a consultancy, offering various coaching based solutions to support both working or returning parents back into the work place, as well as employers in providing her expertise and insights, thereby equipping them to face into breaking down some of the systematic barriers, challenges and bias’ that continue to be prevalent today. A number of the insights highlighted by Kellie in the webinar have allowed us to build on our own internal knowledge and experience regarding helping parents and what we need to do as a business, something we can also share with our clients allowing their businesses to benefit from these key insights.
Addressing the challenges faced by working parents
First of all, we need to acknowledge the unique challenges faced by working parents. NHS data shows that one in ten women experience postnatal depression, and recent research indicates that it can take women up to seven years to fully recover after giving birth. However, it’s not just medical and physical recovery that need to be considered. From childcare to burnout, additional responsibilities in the home to the decision or expectation to breast feed, being a working parent comes with a host of additional considerations and it’s important to look at what returning parents and working parents in general, actually want or need from their employer.
Often, what parents have identified they require in order to feel fully supported in their successful return to the workplace are institutional changes. This means not just some potential virtue signalling with a “return to work policy”, but authentically adopting a culture of inclusivity and support. A good checklist would likely look something like these examples below:
- An inclusive culture
- Psychological safety
- Flexibility
- Supportive leaders
- Reboarding support
- Clear expectations
Quite often, the signs of strong leadership within a business and the role they can play in supporting working parents can come into play.
Leadership’s role in supporting working parents
We cannot underestimate the pivotal role leaders have to play in creating a supportive workplace. It is crucial business leaders adopt a policy of being open and honest about their own experiences as parents, where applicable, which can help in normalising conversations about the challenges of balancing work and family life. Additionally, gathering data and trends can help identify areas needing improvement, ensuring that parental support is relevant as well as effective.
To emphasise the aforementioned point, would you be surprised to know that 98% of women want to return after maternity leave and two thirds (63%) of women are even more ambitious upon their return from maternity leave. However, the percentage of women that think that working full time post maternity leave is possible is a shocking 13%. Further worrying statistics are that only 10% feel supported to do so, which is where strong and inclusive leadership comes into the equation once more.
Strategies for Supporting Working Parents
So, what can businesses do to support working parents enabling them to feel secure in their role?
1. Flexible Work Arrangements
Offering flexible working hours and remote work options can significantly ease the burden on working parents. This flexibility allows them to better balance their professional responsibilities with the demands of parenthood, leading to improved job satisfaction and productivity. This might look like allowing parents to finish early to carry out child care responsibilities and working in the evening, once childcare has been taken care of. However, flexibility needs to be fully adopted and working parents need to feel empowered to take benefit of this.
2. Comprehensive Maternity Leave Policies
Generous maternity leave policies that allow for adequate time off and gradual reintegration into the workforce are crucial. These policies should also be inclusive of paternal leave, recognising the role of fathers in child-rearing and supporting a more balanced distribution of parental responsibilities. In the UK, there are only 7,475 organisations offering equal parental leave, meaning both parents or carers can take the same amount of time off so there is significant room for improvement in this area.
3. Access to Mental Health Resources
Providing access to mental health resources, such as counselling and support groups, can help parents in the workplace feel supported. If this isn’t easy to initiate, such as in small businesses with limited numbers of staff, employers should create an environment where seeking help is encouraged and stigma-free for both parents and those without children alike. .
4. Onsite Childcare Facilities
Onsite childcare facilities can alleviate the stress of finding reliable childcare and reduce the time spent commuting between work and childcare locations. This convenience can make a significant difference in the daily lives of working parents. Childcare facilities can be adopted into the workplace in other ways too such as ensuring businesses have a safe and clean space for women to pump, a significant factor women will consider when it comes to returning to work.
5. Regular Check-ins and Support Networks
Regular check-ins with HR or designated support personnel can help identify any ongoing struggles and provide tailored support. It is evident that reboarding support after parental leave is of utmost importance to working parents and businesses cannot underestimate their role in this both prior to giving birth, whilst on maternity leave and upon returning to the workplace. Keep in touch days, scheduled 121s and clear and agreed expectations can offer a sense of community and shared understanding.
Business benefits of a comprehensive parental policy
It is important to also acknowledge the business benefits that providing a supportive environment for parents can provide. As mentioned, 85% of women post birth either go into a part time role or take up a role with less responsibility and with them, goes the knowledge and experience they have. A comprehensive parental policy provides numerous benefits to business, including:
- Improvement in employee retention and the associated knowledge and experience as well as replacement costs savings
- Strengthened employer brand. People want to work for a company that authentically supports its staff meaning you are able to attract and retain top talent for a future ready workforce
- Improved employee wellbeing. It is shown that content and supported employees are shown to be more productive
By implementing inclusive policies and fostering a supportive environment, organisations can enhance employee retention, boost morale, and attract top talent. At bpesearch, we are committed to leading by example and advocating for parental support across all the businesses we collaborate with. Together, we can create workplaces where every parent feels valued and empowered to succeed.
