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Family-friendly policies are beneficial for employees, but also for business and the economy.
Pro-parenting policies introduced by Nordic countries over the past 50 years have boosted gross domestic product (GDP) by an estimated 10 to 20% per capita.
“Instituting family-friendly measures such as flexible hours, remote work and childcare solutions can reduce staff turnover, improve productivity, and help to attract investment, alongside many other benefits,”2 stated the World Bank.
A truly family-friendly approach
“A truly family-friendly approach should begin in your recruitment and onboarding processes and then seep through in everything you do. It’s about fostering an environment where employees feel comfortable talking to you about their plans to start their family and what support they need, without feeling like they’ll be judged or penalised,” says Rosie Leverton, Head of Corporate Partnerships at Tommy’s.
Rosie adds, “Policies should focus on inclusion and support for all parents and ensure ongoing open conversations and flexibility, rather than a one-size-fits-all approach.”
Lack of support for mothers returning to work
Research from the Fawcett Society and Totaljobs highlights the lack of support for mothers returning to work after maternity leave. The research collected data from 3,000 working parents with children aged four and under, 500 HR decision-makers, and over 1,200 working adults. The key findings were:
- 84% of mothers report challenges returning to work following maternity leave
- 30% receive no support when returning to work
- 85% of mothers struggle to find a role which accommodates childcare needs
- 19% have considered quitting due to a lack of support for parents and 11% have done so.
Five-point plan to deliver family-friendly policies
The same research found that 72% of mothers said employers who offer family-friendly benefits are more attractive than those who don’t. Yet 74% of HR leaders admit they struggle to provide the right support.
So how can businesses deliver family-friendly policies in the workplace?
Here’s a five-point plan from the Fawcett Society to deliver family-friendly policies for returning mothers, but also benefits all parents:4
- Adopt a positive and inclusive culture. Show your organisation understands the challenges facing all parents in the workplace.
- Build clear policies. Understand expectations between parents and their line managers with clear policies. Signpost available support and explore how to embed an effective maternity policy.
- Train managers. Upskill to actively listen to the needs of working parents and establish how they would prefer to receive support or feedback.
- Support paternity leave. Encourage paternity practices and policies, ensuring employees (including senior managers) take the statutory paternity leave to which they are entitled.
- Implement flexible working options. Find arrangements that work for your team and business, such as term-time only, part-time, job-sharing, and compressed hours.
Effective pregnancy and parenting support
Rosie continues to say, “Line managers are key to an employee’s pregnancy and parenting journey in the workplace, it’s essential they are equipped to initiate open conversations, recognise when someone is struggling and are able to signpost effective support.”
“It is a tall order to expect line managers to intuitively know what to do and so it’s your responsibility as their employer to ensure they feel supported in having these complex conversations.”
“Recognising that each employee’s situation is different, and exploring ways to accommodate their needs, will also demonstrate that you care about your employee as a person and that you want to provide the best possible support,” concludes Rosie.
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