0saved jobsaved jobsViewView all
We use cookies to provide you with the best possible browsing experience on our website. You can find out more below.
Cookies are small text files that can be used by websites to make a user's experience more efficient. The law states that we can store cookies on your device if they are strictly necessary for the operation of this site. For all other types of cookies we need your permission. This site uses different types of cookies. Some cookies are placed by third party services that appear on our pages.
Necessary cookies help make a website usable by enabling basic functions like page navigation and access to secure areas of the website. The website cannot function properly without these cookies.
ResolutionUsed to ensure the correct version of the site is displayed to your device.
SessionUsed to track your user session on our website.

Statistic cookies help website owners to understand how visitors interact with websites by collecting and reporting information anonymously.
AnalyticsWe employ Google Analytics as third party analytics services. This helps us analyse how users interact with our website and to identify patterns. Google Analytics IP address anonymization is also employed, which means we do not store any personal information. This stops individual user identification and re-marketing activities.

Show purposes

Flexibility for Fathers: A Workplace Taboo?

Something that is rarely considered when discussing gender equality at work is the way male parents face discrimination and judgement, and the detrimental effect that this in turn has on women at work.

If we want to live in a society that allows women to thrive, maintain their ambition and pump talent back into the economy after having children (which by the way is worth BILLIONS!), let’s address the overlooked - the need to change the attitudes on fathers in the workplace.

Following my latest blog “Growing Business and Babies” I had some fantastic feedback from some experienced professionals of both genders who reached out to me, and some really in-depth conversations about their personal experiences. Something that came to light as a result of these conversations was that employer’s attitudes towards fathers needed to change if we want to continue tackling the issues faced by women in business.  

“I couldn’t progress in that role properly as my husband’s boss is so bad when it comes to him picking our kids up” is something I hear all too often.

I have read some great reports on the “many hats” that women have to wear, alongside countless pieces of positive encouragement that we can “do it all”, but I began to question whether that’s right. Is it just acceptance on our behalf? Is that us saying that it’s ok to take on all that extra pressure, despite having a willing and capable father that can share those hats with you? Considering it in a logical way, it makes little sense, especially when you consider that middle aged women are 67% more likely to suffer work stress than male colleagues due to the pressures of juggling a family and the need to over-achieve at work.

The nursery calls, your child has a temperature – Who’s going to pick them up, mum or dad?

Employers that want to tackle their diversity, which let’s not forget is a benefit to our workforce and their business, also need to take a look at their attitudes towards the “father” demographic. It simply isn’t right to be deemed “unmanly” to be the carer, or to keep flexible arrangements taboo and invisible because of the worry of how it will be perceived. Be an employer that provides the flexibility that allows the gateway to household success. 

42% of men in a survey conducted by My Family Care said that they were worried that asking for parental responsibility would affect their career progression, and over 50% felt that participating in a flexible working scheme showed a lack of commitment. This is clearly discouraging for men, and good news for no one. However, women are more often than not the ones to take up full responsibility, drawbacks and all. Sharing the responsibility equally is a great way of ensuring children spend quality time with both parents, whilst both parents have a fair opportunity to progress in their careers. This not only means the future of their children is brighter, but both sides of the workforce remain relevant, not to mention the boost to the economy a balanced workforce provides.

But it’s up to employers to cultivate the changing attitude.

We must always focus on the positives and the progress society has made, and make it obvious to employers what a benefit this is. The proof is in the pudding - households with dual incomes are now far more common than those with a stay at home spouse, and fathers are spending seven times more time with their children than they did in the 1970s.

I speak from experience here - our household is passionate about getting both our careers and our parenting right. GCS has a fantastic attitude towards providing flexibility to parents, which I regret to say isn’t typical in our fast paced industry.  But what they get back in return is more than worth it. GCS “banks” my emotion to succeed in the workplace because they give me the gateway to have both a career and a family. However, as discussed, this is rarely enough – luckily my partner receives the same flexible treatment.

What do our employers get back? The days he isn’t dropping our son off or picking him up, he is in work first or leaving last, logging in from home whenever possible, and generally giving back to his employer what they have given him – flexibility and dedication.

And therein lies the reality, you are not getting less from your workforce by granting parental flexibility to your dads, you are actually gaining more - more emotional investment, more loyalty and more passion to succeed, and it’s up to both men and women, employer and employee to determine how to get it right.

Related jobs

C#/ .NET Developer - Contract

£350 - £450 per day
C#/ .NET Developer - Initial 7 months contract (with extensions) - Reading (and remote) - up to £425/ day - depending on experienceA highly successful and growing software company based in Reading, i...

Software Developer (.NET/C#) - Durham

£30000 - £40000 per annum + Benefits
County Durham
An innovative, people-focused Business and IT consultancy based in Durham is looking for a creative and passionate Software Developer to join their thriving team.This company are leaders in their fiel...

Java Developer - 6 month contract - Bracknell

£425 - £525 per day
Award winning Software Technology Company based near Bracknell seek academic Java Developer for 6 month rolling contract. Commutable from Reading, Farnborough, Camberley, Basingstoke, Slough and Guild...

Full Stack Developer | Java | Javascript | Contract | London

Up to £400 per day
Full Stack Developer | Java | Javascript | Node | React | Angular | TDD | Contract | LondonGCS are looking for a full stack developer to join on a 5 month contract with a fintech company based in cent...

Business Analyst / Science

£350 - £450 per day
An exciting opportunity has arisen for multiple experienced Business Analysts to join a global organisation located in Cambridge. There is opportunity for both short and long term contracts.The select...

Business Analyst

£307.23 - £316.26 per day
BackgroundWith high-level expertise in information and communication technologies, the Information and Communication Technologies (ICT) Unit delivers studies, tools, application development and infras...

AWS Cloud/DevOps Engineer

£500 - £600 per day
AWS Cloud/DevOps Engineer - Guildford - Up to £600p/d - 6 Months RollingA A market leading financial services client is seeking an experienced AWS Cloud Engineer to join their agile team as soon as p...

Technical Consultant

£45000 - £65000 per annum
I'm working with a Guildford based IoT company to help them find a Technical Consultant to join their growing team.The team of Technical consultants are based around the world, supporting local busine...

Applications Engineer - Connected Mobility

£35000.00 - £45000.00 per annum + DOE plus Bonus & Benefits
Due to continued growth there is an opportunity to join a Global player in the Connectivity sector as an Applications Engineer for their Connected Mobility product offering. You will be working in t...

Second Line Support Engineer

£30000 - £35000 per annum
We are a growing global leader in providing shared Network Attached Storage solutions to some of the world's biggest names in broadcast and media. Our systems are developed and manufactured at our hea...
View allJob search