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Webinar insights: Flex for Fathers

Published: 3 Nov 2022

Our National Work Life Week webinar on supporting fathers in the workplace was a fascinating watch. We heard Dr Jasmine Kelland, Lecturer in Human Resource Management at the University of Plymouth, share her insights from research on the experiences of fathers who want to take an active role in parenting. There followed a thought-provoking discussion with Lt Col Tony Frank from the British Army, Martin Papadatos, Executive Sponsor from Family Network at American Express and Mike Latimer, Managing Director at SF Recruitment, chaired by author and ‘dad guru’, Elliott Rae – Music, Football, Fatherhood. Here are the takeaways from the session:

  • Dr Kelland’s research found that fathers face forfeits when they become more involved in caregiving. These forfeits centre around opportunity, status as a caregiver, support from work and social mistreatment. Tackling this is important not only because it reinforces gender inequality and the gender pay gap, but can also result in improved family outcomes as well as the business benefits of enhancing staff recruitment and retention.
  • There should be more recognition that fathers want to play their part in caregiving. The panel shared their personal experiences of the fatherhood forfeit, their frustration as young fathers at the primary status of mothers which overlooks the fact that fathers want to take an active role in their children’s lives, the courage it took to challenge the status quo in their workplaces, and the motivation it gave to change it for others in the future.
  • Working in a more supportive way does not mean compromising commercially. In fact, it has been proven to increase productivity and profitability, as well as boosting staff retention.
  • The pandemic was a catalyst for change and fathers. Having experienced more equal parenting, many fathers want to keep this up and will seek out roles to fit their needs. Therefore there is an opportunity for employers to embrace new ways of working to ensure they retain employees, as well as protecting the progress that’s been made with policies on flexible working that allow fathers to work in the way that suits their caring responsibilities.
  • Culture change can take time and requires effort and persistent engagement with the issues. Negative judgements, particularly when dressed up as banter need to be addressed and challenged. Proactive conversations can help shift the culture, such as engaging with expectant fathers about their future intentions.
  • Encourage fathers to share their stories experiences, both positive and negative, as well as be open when they are taking time out for their family. Consider other ways you can support fathers, in particular mentoring schemes or peer networks.
  • Visible role models set the tone and help to drive change. Someone who demonstrates their understanding of the importance of prioritising family does wonders to shift mindsets. Middle managers have a crucial role in making an organisation’s aspirations of being family friendly into a reality. Training plays a key role in helping management see the benefits of a more flexible way of working.
  • In order to recruit and retain the right people it’s important to think about job design. Remote working may not be possible in every role but there are many ways to introduce flexibility. Prioritise flexible working options in the wording of job adverts – it can make a big difference. Talk to employees about their wants and needs to determine the most suitable working arrangements for the team. This can also help to normalise conversations around flexibility.

Take a look at the Working Families shop for HR guides, toolkits and policy reviews to help support fathers in the workplace, or you might like to think about joining us as an employer member.