Discussions in our industry typically revolve around partnership, innovation, efficiency and growth, and what products, services and solutions can enable this. However, the true drivers of these achievements are the people within our workforce.
When looking at workforces, it’s crucial to recognise the diverse individuals who each contribute to success. One group that is frequently overlooked is working parents. With a unique set of skills and perspectives, we must ensure that they are championed.
Space for all perspectives
Working parents are masters of time management, problem-solving and multitasking. However, the demands of parenting often clash with professional responsibilities, leading to burnout if not adequately supported. Companies must foster an environment where working parents feel valued and understood to mitigate this.
The shift to hybrid working in the modern workplace has been beneficial for parents, serving as a golden ticket to flexible working arrangements. This model allows parents to manage their professional and personal commitments more effectively. They can participate in crucial meetings and contribute to key projects from the comfort of their homes while being present for their children’s important moments. This flexibility reduces stress, enhances job satisfaction and improves retention rates.
Conversations around workplace policies and culture must go beyond hybrid working and actively include the needs and challenges of working parents. This entails addressing flexible working hours, remote work options and childcare support. By doing so, companies recognise that employees can successfully drive business goals while also fulfilling their responsibilities at home, such as picking up their children from school and being present to support key moments.
The time when parents come back to work following maternity and paternity leave must also be carefully considered. From listening to the experiences of my peers across the industry, unlike the thoughtful onboarding checklists that exist when hiring new talent, those returning to work often don’t have a transparent process to ease back into the business and how returning parents feel and are treated often depends upon line manager discretion.
The transition back to work can be daunting, filled with concerns about balancing responsibilities and doubts about their capabilities after a break. On the other hand, it can bring a renewed sense of purpose, and many are ready to get stuck back in and take on much bigger challenges. There must be space for all perspectives.
Companies need to implement robust return-to-work programmes that provide mentorship, training and flexible scheduling to help returners reintegrate smoothly. These programmes signal to employees that their contribution is valued, irrespective of their time away from the office. By prioritising the support of returners, companies can harness a wealth of experience and loyalty that can drive innovation and growth.
Resilient workforces
One of the most impactful ways to support working parents is through equal parental leave policies. Firstly, equal parental leave can mitigate bias – whether conscious or unconscious – in recruiting women of a ‘certain age’, who might start a family and take maternity leave. With two-thirds of women in the UK saying that childcare duties affected their career progression, offering equal leave for both parents can create a more level playing field. This reduces the risk of discrimination against women and promotes gender diversity in the workplace.
Traditionally, men have often been seen as the primary providers for their families and women are the primary caregivers. However, in many households today, women are the primary income earners. Equal parental leave policies ensure that the pressure doesn’t solely fall on men to be the provider. Both parents can contribute to childcare and household income, leading to a healthier work-life balance for all.
It also offers men the opportunity to take extended leave and bond with their children. When the time comes to return to work the decision on returning compared to the cost of childcare shouldn’t be based on one parent’s salary given it’s not a cost for solely one parent. Research performed in Sweden, where equal parental leave is normalised, even shows the benefits on mental health.
Moreover, paid parental leave ensures that backfilling roles during leave will include men, not just women. This normalises the concept of both genders taking time off for family reasons and promotes an authentic and supportive culture.
Ultimately, equal parental leave empowers an entire generation of men and women to parent openly and without stigma. It allows employees to bring their full selves to work. In turn, this boosts morale, increases employee satisfaction and enhances productivity.
I’m proud to work for a company that champions this. By including working parents in conversations, supporting returners and promoting initiatives like equal parental leave, companies can create a more inclusive, diverse and resilient workforce.
This opinion piece was included in our March 2025 print issue. You can read the magazine in full here.