A year after Shared Parental Leave (SPL) was introduced, we would expect – and hope – to see a surge in take-up of the scheme. However, new research by My Family Care, of 200 employers, has highlighted that only 1% of male workers have taken SPL. In addition, over 40% of employers had not seen a single male employee take it.[i]
Yet, back in 2014, when employees were asked their views, a third (33%) of 16- to 34-year-olds said they anticipated taking advantage of SPL within the next five years[ii]. So why is it that we have only seen such a small take-up?
1. Social stigma
Perhaps the most challenging barrier to overcome in the battle to fully enable SPL is the social stigma surrounding it.
87% of men agreed that they would like to take longer leave to be fully involved in parenting their child. Despite this, a staggering 50% of men agreed that taking SPL is perceived negatively at work.[iii] Many men feel that employers, colleagues and friends would regard taking long paternity leave as a ‘soft option’, which would be detrimental to their career.
Similarly, the research found that 44% of women want to have shorter time off for career purposes. However, over half of mums say they don’t actually want to share their maternity leave with their partners.[iv]
So, how can the HR function help to change the century-old stigmas that are influencing employees’ decision to take SPL? Although the cultural change will not happen overnight, it is essential they clearly demonstrate that their organisation does not condone such attitudes. Prohibiting employee penalisation and readily advertising the availability of SPL are just some of the ways HR can help foster the change.
2. Financial affordability
The second barrier which a couple must overcome is the financial viability of SPL. 80% of both men and women agreed that a decision to share leave would be dependent on their finances and their employer's enhancement of SPL.[v] The Department for Business, Innovation and Skills has frankly pointed out that "take-up is likely to be higher in organisations that offer pay above the statutory minimum".[vi]
The Fawcett Society, a women’s rights organisation, have said that, whilst the introduction of shared parental leave is a welcome change, there should be a dedicated period of leave for dads, paid closer to replacement earnings rate. Without it they believe the UK won’t see a significant take-up of SPL.[vii] Until the gender pay gap is properly addressed, SPL will not make financial sense for a concerning majority of couples.
3. Employer advocacy
Research by ADP, back in 2014, warned of the unpreparedness of employers to meet the requirements of SPL. More than one in five HR Directors admitted they were not ready for the requirements of the upcoming legislation, whilst 70% said they predicted little or no interest from employees in the first 12 months.[viii] In order for SPL to be a success, it relies on employers’ full support.
Even though SPL cannot yet be described as a roaring success, it is a slow process to adapt people’s cultural and social beliefs, and SPL is a strong starting point. With plans for grandparents to share parental leave already in discussion, we expect to see the uptake speed up.[ix]
HR should be the frontline of this battle to overcome the barriers to SPL and further drive gender equality in the workplace. We are all in a unique position to influence the obstacles I mentioned above. We should seize this privilege in order to promote change, in all ways available to us.
[i] My Family Care – Shared Parental Leave – One Year On – Where Are We Now?
[ii] ADP – The Workforce View 2014
[iii] My Family Care – Shared Parental Leave
[iv] My Family Care – Shared Parental Leave
[v] My Family Care – Shared Parental Leave
[vi] CIPD, 5 April 2016. http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/04/05/pay-still-a-barrier-to-shared-parental-leave-take-up.aspx
[vii] The Fawcett Society – The Gender Pay Gap
[viii] ADP – The Workforce View 2014
[ix] BBC, 4 October 2016. http://www.bbc.co.uk/news/uk-politics-34437405