With just 13% of women working full-time after children, what can be done to better support parents in the workplace?

Almost 9 in 10 women become a mother before the age of 44, and yet research shows that many organisations do not provide the support required to help them back to the office. But with new government legislation giving more power to employees, it’s never been more important for employers to step up to the plate.

At Better Placed, we recognise the importance of supporting colleagues who are also parents, not just within our organisation but also for the businesses we partner with.

Given that 85% of women, post birth, either go into a part-time role or take up a role with less responsibility, organisations are losing a wealth of talent and knowledge by not investing in parents within their business. However, whilst legislation is changing to support employees with caring responsibilities, we know that businesses can do more.

Earlier this year, there were significant changes to the way we work with the introduction of the new Flexible Working Bill.

The new bill builds upon existing legislation, granting employees the right to request flexible working arrangements from the very start of their employment. These include options such as part-time work, flexitime, compressed hours and varied working locations.

But what can businesses do to support their employees even further?

Research shows that 88% of women become a mother before the age of 44, meaning a significant proportion of any organisation's workforce may be impacted by the effects of having a family.

It’s therefore crucial that organisations know and understand how to best support this group of people.

Our most productive work environments are those that are built on psychological safety and trust.

To help support and educate our colleagues and the businesses we partner with, we invited our board directors, line managers and, importantly, parents to a webinar, hosted by Kellie Nedelcoux. Kellie is a parent and transition coach and the founder of Career and Parenthood, a consultancy offering coaching based solutions to support working parents.

The insights gained from the webinar have allowed us to build on our own internal knowledge regarding working parents and what we need to do as a business, something we can also share with our clients.

Addressing the challenges faced by working mothers

First, we need to acknowledge the unique challenges faced by working parents. NHS data shows that one in 10 women experience postnatal depression, and recent research indicates that it can take women up to seven years to fully recover after giving birth.

However, it’s not just medical and physical recovery issues that need to be considered. From childcare to burnout, additional responsibilities in the home to breastfeeding, being a working parent comes with a host of additional considerations and it's important to look at what returning parents and working parents actually want from their employer.

Often, what parents need from their employer to successfully return to the workplace are institutional changes. This means not just putting in place a virtue-signalling return to work policy, but authentically adopting a culture of inclusivity and support. It’s crucial business look at how they’re providing:

1. An inclusive culture

2. Psychological safety

3. Flexibility

4. Supportive leaders

5. Reboarding support

6. Clear expectations

This is where leadership’s role in supporting working parents comes into play.

Leadership's role in supporting working parents

We cannot underestimate the pivotal role leaders play in creating a supportive workplace. It is crucial business leaders adopt a policy of being open and honest about their own experiences as parents, which can help in normalising conversations about the challenges of balancing work and family life. Additionally, gathering data and trends can help identify areas needing improvement, ensuring that parental support is both relevant and effective.

For example, 98% of women want to return after maternity leave and two thirds (63%) of women are even more ambitious upon their return from maternity leave. However, the percentage of women that think that working full-time post-maternity leave is possible is a shocking 13%. Even more shockingly, only 10% feel supported to do so which is where leaders within business have a serious role to play.

Strategies for Supporting Working Parents

So, what can businesses do to support working parents?

1. Flexible Work Arrangements

Offering flexible working hours and remote work options can significantly ease the burden on working parents. This flexibility allows them to better balance their professional responsibilities with the demands of parenthood, leading to improved job satisfaction and productivity.

This might look like allowing parents to finish early to carry out childcare responsibilities and working in the evening, once childcare has been taken care of. However, flexibility needs to be fully adopted and working parents need to feel empowered to take benefit of this.

2. Comprehensive Maternity Leave Policies

Generous maternity leave policies that allow for adequate time off and gradual reintegration into the workforce are crucial. These policies should also be inclusive of paternal leave, recognising the role of fathers in child-rearing and supporting a more balanced distribution of parental responsibilities. In the UK, there are only 7,475 organisations offering equal parental leave, meaning both parents or carers can take the same amount of time off so there is significant room for improvement in this area.

3. Access to Mental Health Resources

Providing access to mental health resources, such as counselling and support groups, can help parents in the workplace feel supported. If this isn’t easy to initiate, such as in small businesses with limited numbers of staff, employers should create an environment where seeking help is encouraged and stigma-free for both parents and those without children alike.

4. Onsite Childcare Facilities

Onsite childcare facilities can alleviate the stress of finding reliable childcare and reduce the time spent commuting between work and childcare locations. This convenience can make a significant difference in the daily lives of working parents. Childcare facilities can be adopted into the workplace in other ways too such as ensuring businesses have a safe and clean space for women to pump, a significant factor women will consider when it comes to returning to work.

5. Regular Check-ins and Support Networks

Regular check-ins with HR or designated support personnel can help identify any ongoing struggles and provide tailored support. It is evident that reboarding support after parental leave is of utmost importance to working parents and businesses cannot underestimate their role in this both prior to giving birth, whilst on maternity leave and upon returning to the workplace. Keep-in-touch days, scheduled 121s and clear and agreed expectations can offer a sense of community and shared understanding.

Business benefits of a comprehensive parental policy

It is important to also acknowledge the business benefits that providing a supportive environment for parents can provide. As mentioned, 85% of women post-birth either go into a part-time role or take up a role with less responsibility and with them goes the knowledge and experience they have. A comprehensive parental policy provides numerous benefits to business, including:

• Improvement in employee retention and the associated knowledge and experience as well as replacement costs savings

• Strengthened employer brand. People want to work for a company that authentically supports its staff meaning you can attract and retain top talent for a future ready workforce

• Improved employee wellbeing. It is shown that content and supported employees are shown to be more productive

By implementing inclusive policies and fostering a supportive environment, organisations can enhance employee retention, boost morale and attract top talent.

At Better Placed, we are committed to leading by example and advocating for parental support across all the businesses we collaborate with. Together, we can create workplaces where every parent feels valued and empowered to succeed.

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