Reaching the top: How ‘Working Families Top Employers’ break the mould  

Published: 27 Nov 2023

By Jane van Zyl, CEO of Working Families

Sometimes, we’re all working so hard, that it’s hard to know what’s working. Step forward the Working Families Benchmark. The Benchmark is a tool that measures four key areas to assess how well employer’s policies and practices support parents and carers in the workplace. And only the best of the best are awarded the accolade of Top Employer. But Working Families Top Employers aren’t one homogenous group. They come in all shapes and sizes, from multinationals to SMEs, from banking to the NHS. Whilst their scale and structure may vary, they do share crucial characteristics. So, what does it mean to be a top employer, and why does it matter anyway? 

They stand out from the crowd 

People are the greatest asset of any organisation, and in a competitive jobs market, being recognised as a Top Employer sets you apart as an employer of choice. It’s a badge of honour that attracts a diverse range of talent that want to work for an organisation that is committed to flexible and family friendly working.  

They are solution-seekers 

There is no one-size-fits all solution when it comes to working flexibly or with a family-friendly focus. Implementing what works for their organisation, and their people is the mark of an employer who understands how to find solutions that have durability. For example, carer-friendly initiatives introduced by North East London NHS Foundation Trust (NELFT) include a carers passport, specific carers and adjustment leave and flexible working options to adequately address carers needs and facilitate conversations around caring. 

They are open to change 

Our Top Employers are striving to do better, and as such they are not afraid to explore areas that can be improved. Some even use the Benchmark as a tool to consult with staff to temperature-test new initiatives to ensure measures are responsive, relevant, and useful.  

They are curious 

Many employers enter the Benchmark in their pursuit of excellence, as it gives them an opportunity to see how they measure up against others. Not only does the Benchmark give an indication of where they are at currently, but it can inspire employers and spur them on to focus attention on areas that may need attention.   

They are ambitious 

Our Top Employers are doing fantastic things that support parents and carers, as well as making great strides in gender equality. From the 26 weeks fully paid parental leave for mothers and fathers who have just had a baby offered by Financial Services Compensation Scheme (FSCS), to the parent peer mentor scheme run by Grant Thornton that offers support to manage the challenges of returning to work as a new parent that will help women continue to develop their career after having a child. 

They are future-facing 

With legislation coming into effect in 2024 that will make requesting flex a day one right, our top employers proved they are ahead of the curve, with 86% already offering this and 92% assessing some or all new roles for flexibility prior to advertising. This will put them steps ahead in managing the upcoming changes. 

They inspire others 

Our Top Employers demonstrate what’s possible, and are proud to be showing that different approaches don’t just work, but can work better. Being bold or innovative can tread a path for others to follow, such as the FSCS, who have completely reversed their 18% gender pay gap in 4 years with their enhanced parental leave measures.  

They genuinely care  

The initiatives and policies our top employers introduce are driven by a sincere desire to support their employees. The additional 15 days paid leave for carers offered by Independent Living Fund Scotland (ILFS) is a recognition that carers don’t often put themselves first, and is viewed by ILFS as a practical way to help them care for themselves.  

But what’s so good about being a top employer anyway? 

As a Working Families Top Employer, not only are you more attractive to all types of people whose range of skills and expertise can enhance and strengthen an organisation, you are also being recognised for the incredibly important and innovative measures that help to blaze a trail for others. But moreover, those measures are having a demonstrably positive impact on your business.  

Take for example the staff retention and sickness absence levels at Independent Living Fund Scotland. There has been less than 5% staff turnover in the past year, and less than 2% over previous three years. Sickness absence is lower than the public sector average, despite actively recruiting employees with long-term health conditions and impairments, who account for over 20% of the workforce. Likewise NELFT saw a 50% reduction in one year in the number of staff leaving the organisation due to adult dependants, showing that policy and practices have real life results.  

Find out more about the Working Families Benchmark and membership options.

Read our 2023 Benchmark Report.

Meet the current Top 30 Employers for Working Families.