When the Government announced the details of its new shared parental leave policy in November 2013, some organisations expressed concern, saying that that the change will heap yet more burden on already struggling employers. It’s true that as the door will be opened for more men to take parental leave from 2015, this in effect doubles the number of people who may potentially want to take leave to care for young children. There are however real advantages to shared parental leave and with proper planning, employers are very likely to benefit from the change rather than feel burdened.
Our forward-thinking Nordic counterparts have had a shared parental leave system for years. They report that it has has resulted in children seeing both strong male and female role models, making for a more egalitarian society. They have also reported a reduction in the number of couple separations and so avoiding the stress that impacts on many employees’ wellbeing and overall productivity at work.
There are also clear implications for talent retention. The shared parental policy opens up many possibilities for women who previously felt their careers had to take a back seat once they became mothers. All too often, organisations needlessly lose key talent simply because women are unsure of what they can expect from their employer during leave and beyond. Shared parental leave can help address this by providing opportunities for women to have more touch points with their organisation and before the usual one year mark that has become the norm.
The shared leave system works in Scandinavia, but we’re playing catch-up. Both employers and individuals will need time and the right support structures to make the most of the opportunity. If it’s going to be successful, it’s important that this process isn’t rushed and all possible approaches are thought out.
Coaching is a key way that organisations can smooth the transition for both the employees and the employers and line managers that are supporting them on this journey.
Men in particular are likely to face a real challenge in embracing this change and are likely to feel some apprehension about being the first people in their organisation to do so. Paternity coaching can help new fathers confront, discuss and work out ways in which they can get to grips with these challenges. First of all, coaching can help people overcome personal concerns about their career progression and what they can expect before, during and after parental leave. These concerns are never the same for everyone, and a coach can pinpoint them before the employee takes their leave. Correctly identifying initial emotions helps employees feel in control of the situation. It also gives the coach a direction for creating an efficient coaching plan which summarises key objectives and milestones that both the employee and employer want to achieve.
Keeping the employee/employer relationship going during leave is essential. Face-to-face meetings with the coach and the business, backed with ongoing telephone and email contact ensure continuous support rather than a ‘mad panic’ before the employee returns to work. It also helps individuals to demonstrate their commitment to their job in front of their colleagues, which will strengthen the relationship with their immediate team.
With the new scheme, both men and women now have more choices. Whilst this can be very positive it also may mean tough decisions and discussions have to be had at both home and work. A coach is there to support individuals during this time and help them with the preparation for their parental leave as well as their career development afterwards.
Helping working parents to find the necessary balance between work and home life and building up their confidence is extremely beneficial to employers, both in terms of talent retention and creating a resilient workforce. To prepare for the 2015 change, employers need to start planning for shared parental leave now – this upfront effort will be well worth it.
