Power of the Parent 2: S6 Ep2: Supporting Parents in the Workplace

1. It’s not all about returners
2. It’s not all about maternity leave
3. Line managers need to be part of the conversation (missed a trick with following a format there)

Episode Transcript

Hello and welcome to Power of the Parent, the podcast. This series is a new format and we are going to be focusing on a different topic each week, bringing you three things you need to know about whatever that may be, mainly from an employer perspective. But of course, there’s plenty of reframing that parents could do to benefit from the content as well.

We will be covering everything from parental leave transitions, managing boundaries, what to do when your talent pipeline looks a bit dodgy, tips on gathering feedback, and things like establishing parental support networks.  So let’s dive in. 

Today we are talking about three things you need to know about supporting parents in the workplace. Now, the three things I’m going to be covering today are number one, it is not all about returners.  Number two, It’s not all about maternity leave and three, I haven’t stuck to the format here, but line managers need to be part of the conversation. 

So let’s dive in. So number one, it’s not all about returners when it comes to supporting parents in the workplace. Now I’m going to start by saying that it is incredibly important. It’s a really delicate time for many of us and we’re navigating new routines and childcare and  relationship dynamics and like a huge spectrum of emotions that definitely deserves a focus.

However, it is one part of it and there are heaps more ways that we can and do need to support parents. So for starters, we could look more broadly at parental leave transitions. i. e. looking at how we help somebody transition into parental leave and keeping them engaged during their time away from the organisation.

And let’s spare a thought for how we might lend a helping hand when it comes to things like school transitions, exam season, parenting teens, changing family dynamics and setups, and those inevitable phone calls that we get telling us we need to collect a poorly child.  It’s easy. imperative that we view any parental support through an intersectional lens as well. From the minimal list I’ve just shared for example, what might support look like if you’re a parent of a child with a complex medical need, or perhaps the parent doesn’t see their version of parenthood represented in the workplace. It’s important to avoid tokenistic behaviour and genuinely understand the different setups you’re valued employees might have going on.  So returners might be the obvious choice of where to start, but take a step back and look across the whole spectrum of being a parent in the workplace. Are there any other entry points that might actually serve your parent and carer audience better? Maybe get some data or insights to help shape a plan.

Number two, it’s not all about maternity leave. There are many routes to parenthood, but right now we still see the default  being about a woman birthing a child.  And in terms of numbers, that’s probably right. But in terms of representation, inclusivity, it’s way off the mark. We can make sure that those who take maternity leave are well supported and still have a cracking adoption, equal parental and surrogacy leave policies and experiences, for example. Making sure one group is provided for and protected doesn’t equal forgetting about anybody else when we do it properly. So have a think about the policies and language you use in your organisation. In the same breath as talking about maternity policies and allowances, Are you also making sure there’s something for other routes to parenthood and consider some gender neutral language?

I worked with a client recently who was in a same sex relationship.  The woman who carried the baby took maternity leave and her wife accessed paternity leave. Now she isn’t a man and we know that the origins of paternity leave are grounded in being male. So how do you reckon she felt? It brings up all sorts of stereotypes and gender roles that are unhelpful and limiting.

And finally, number three, line managers need to be part of the conversation. This can feel like such a tricky sitch to manage. We need line managers to really rock their role and have accountability, but we also know that there’s a huge weight on their shoulders to get things right. I’m using that term very loosely, know all the stuff and give definitive answers.

Oh, maybe that’s just the experiences that I’ve had. Most of the line managers that I work with want to do a good job and they hold great intentions,  but that is only going to get us so far. We really need to offer considered help and development frameworks to really maximise the positive impact of that line manager relationship.

It works on so many levels, bringing links between engagement, wellbeing, and commercial performance to name a few. Research from the Corporate Leadership Council has long outlined the impact of a line manager’s behaviour is greater than paying benefits when it comes to supporting engagement and retention. 

That is some responsibility, eh?  We don’t want it to feel scary though. This is about empowering people and making sure they’re part of the conversation, not a body that implements policies and then scuttles off. If I asked you right now, who in your organisation has the responsibility of supporting parents and carers, what would you say?

Maybe HR, an employee resource group, line managers, hopefully everybody. Maybe it’s a spicy cocktail of them all. Your answer matters though, and we need to pay attention to it, because if line managers don’t feature and HR  is front and centre, we’ve got some conversations to be had. Consider the existing forums you have to get line managers talking and how they might support each other.

It doesn’t have to be elaborate. A client I was working with recently has created a buddy system for their line managers who’ve never supported returning parents before. Now, obviously they know it’s not all about the returners, but it’s a great place to start.  

And that’s all for this episode. I’ll be back soon with three things you need to know about parental leave transition coaching. 

Thank you so much for joining me for another episode of Power of the Parent with podcast. If you have got a few spare minutes, who am I kidding? Of course you haven’t got a few spare minutes, but if you would like to choose to spend a few of your minutes  giving me any sort of review or rating, I would massively appreciate it.

It does help other people find it. And it also lets me know that I’m hitting the spot with listeners. For more free resources, you can head to the show  where you’ll find a link to the Power of the Parent website. Or do head on over to LinkedIn and give me a follow. Search Charlotte Speak and my grinning face should pop up.

Until next time, take care.