Working dads: How better workplace policies for fathers improves gender equality for all

Over the past seven years, the Equal Parenting Project research team at the University of Birmingham

and University of York’s School for Business and Society, led by Dr Holly Birkett and Dr Sarah Forbes, has conducted extensive research on fathers in the workplace and how offerings such as flexible working and greater paternity leave can allow men to be more active in family life, as well as helping to stop discrimination against hiring women.

The Working Dads Employer Awards celebrates employers that have put policies in place that help to break down the gendered barriers to child-caring in order to promote gender equality in the workplace, encourage more women onto boards and enhance the wellbeing of families.

This year’s awards, hosted by Andrew Gwynne MP, Chair of the Fatherhood APPG in Westminster, with Rt. Hon Caroline Nokes MP (Chair of the Women and Equalities Select Committee) and Anna Whitehouse (founder of Mother Pukka) presenting awards, focused on four key areas where organisations are doing great work to support fathers in the workplace.

These awards will lead to case studies of best practice in helping working dads which will be made available to help employers, from SMEs to multinationals across the UK, to reflect upon and improve their support for fathers in the workplace.

Read on to hear from some of the employers and employees of this year’s winners:

“I took 15 weeks leave for my first child’s birth. As a first-time dad, the leave gave me the opportunity to spend time with my child, establish myself as a parent and support my wife during the first few months. I felt supported during the leave and able to choose the level of contact that worked for me - in the end I chose to do social visits to the office which was a great way to keep connected to everyone. My team also made sure I could switch off from work during the period and focus on my newborn. Prior to the leave, the SPACE network and a coaching course offered by the business helped prepare me for the leave and subsequent return to work. I came back full-time vs a phased return. The leave allowed my wife and I to grow our confidence as new parents so much so that my wife might return to work earlier than initially planned. The flexible working policies help with sharing childcare responsibilities, so I am able to balance this with work commitments. The level of support offered to dads is above and beyond the Government legislation from a financial perspective, making it much more feasible for expecting dads to take extended leave.”

“At BMJ our goal is to create a culture that breaks through and does away with rigid stereotypes and gender roles. Toxic male culture is alive and well in our society, and our workplace is not an isolated island. To deal with that, we create spaces for meaningful conversations. We encourage men and fathers to be allies for gender equity and to feel comfortable expressing their vulnerability at work. We learn together about issues such as loneliness, mental health and the challenges of being a carer. We recognise that these issues are intersectional. We talk about LGBQTIA+ inclusive parenting, parenting neurodiverse children, single parenting, parenting teens, and more. As a leader of this organisation, I must ‘walk the talk’ and be genuine and open about my own vulnerabilities, to ensure our invitation to be authentic is credible and viable. BMJ is not perfect, but I believe we are a supportive community that continues to grow together.”

Sajjad Hassam, Director in Deals at PwC UK LLP, joint winner of the Support for Returning Dads Award:

“Having returned to work after six months of shared parental leave, my immediate team and the wider PwC firm have been incredibly supportive. There is a recognition that I have additional responsibilities at home, but equally career ambitions in the workplace; and both are achievable. It’s also recognised that my transition back to work has an impact on my spouse who is still on maternity leave. The support goes beyond the financial package that PwC provides, which is being further enhanced next month. Having access to a dedicated parents and carers network, mentoring and most importantly senior sponsorship from leadership has been key in enabling me to take parental leave, but also in managing the transition back to a full-time role."

Andy Tong, General Manager at QBE, joint winner of the Parental Policies Award:

“At QBE there is a strong emphasis on doing the right thing for our people and providing support in the moments that matter. Our enhanced policy means all new parents are entitled to the same amount of company enhanced leave and pay, regardless of gender, sexual orientation or how they become a parent. We believe this will help to remove barriers to career progression, challenge traditional gender roles and level the playing field for women and men at home and at work. Offering extended paternity leave and supporting fathers in the workplace has wide-reaching benefits for co-parents themselves, their children, and employers who gain a more engaged and loyal workforce. This also has a positive impact on gender equality beyond our organisation and reflects the needs of dual career families, as time away from work to care for a child can be more equally split. Our intention is to create a culture in which taking paternity leave and extended time out is normalised.”

“When my daughter was born, I wanted to be part of her life right from the start. It was important for me to gain skills and confidence as her carer, at par with my partner. I was able to take 10 weeks off at full pay to care for her through shared parental leave. Now that she is a bit older, our flexible work policy and the supportive culture in my team allow me to respond to childcare emergencies where other arrangements fall through at the last minute. It makes me feel able to be there for my daughter when she needs me, not just a mysterious figure who’s always working!”