Are you a manager looking to better support the working parents in your team? Or perhaps you're a working parent yourself, wondering how your workplace could be more accommodating? Either way, you're in the right place! Today, we're talking about workplace flexibility and how it can make a world of difference for working parents. 

The challenges working parents face

First things first, let's talk about the hurdles working parents often come up against. Will points out that one of the biggest challenges is the constant balancing act between work and family responsibilities. 

"You simply can't be in two places at once," Will explains. "Yet as a parent, you want to be there for every school bookshare, every parents evening, every prize giving, etc. and you know that when you're not there, your child will be affected by that."

This juggling act often leads to working parents having to be ultra-focused and efficient with their time at work. But it's not just about time management. There's also the perception issue to contend with.

"There's also the perception of you 'not being at work', or 'slacking off' because you're choosing to spend time with your kids," Will shares. "I had this for years - I'd leave the office at 5pm on the dot to catch a train home so I could spend 10 minutes with my young son before he fell asleep. What people didn't see or recognise was me working through lunch, or getting in an hour before others."

"And let's not forget the sleep deprivation that comes with being a new parent. As Will humorously puts it, "If anyone tells you it's like having a hangover, it's not!! Imagine 12 months of hangovers in a row!" 

Why training managers matters

So, how can we address these challenges? Will believes that training managers to understand and empathise with working parents is key to creating a more supportive workplace culture.

"When managers and leaders are able to understand how life changes for parents in the workplace, they make it far easier for the parent to enjoy and thrive in work, and also to be the best parent they can be at home," Will explains.

It's often the little things that make a big difference. Flexible start times, understanding about school events, or moving team meetings to accommodate school drop-offs can all contribute to a more inclusive environment.

Key skills for supporting working parents

Will highlights three main areas that organisations should focus on when training managers to support working parents:

1. Empathy and emotional Intelligence

Training managers to understand how working parents may feel at times. Having a child isn’t always easy, it often brings added stress and plays with your emotions. Also recognising the importance of parents being at home with their kids, even if just for bedtime. Children won’t remember how many hours you worked, or how many presentations you gave, but they will remember the times you read them a story, or closed the laptop to have dinner with them.

1. Flexible working

I was always going to mention this! But seriously, just being more flexible, understanding that if you’ve a 3x a week office policy that maybe that doesn’t have to be rigidly enforced. Also thinking about team activities. For many parents before they had kids a team night out at the darts was no problem. Now though they’ll need to think twice about it because it now potentially involves organising childcare and a whole bunch of other things. I’m not saying stop them, but think about inclusivity when it comes to planning things as an employer. Why not do something during working hours?

1. Modern parenting, and diverse understanding

Having the knowledge that working parents are not what they were 50 years ago - this may sound basic but you’d be shocked at the number of times I’ve seen examples of assuming the mother is at home and the dad returns to work 9-5. Understanding that times have changed, that responsibility may be shared, and that not all parents are two parent families, or birth parents, and the unique and individual challenges that each of these situations presents in the workplace. This for me is fundamentally important for leaders, managers and businesses to recognise and understand.

Practical strategies for managers

Will suggests two main approaches for managers looking to support working parents:

Flexible working

• Allow them to work remotely, or give them a flexible schedule
• Clear communication - we’re all busy, but parents especially - communicate overly clearly, give clear priorities, and set clear deadlines
• Fostering a strong team bond - one where people will pick up others work if needed, share the load and understand everyone’s circumstances whether they’re a parent or not

Providing resources and benefits that they want

• This is a big one for me. I firmly believe benefits should be opt in rather than blanket across a company.
• Give parents benefits and resources that actually benefit them - don’t get me wrong, I love pizza and free beer but I’d rather have decent paternity leave and subsidised childcare.

The bigger picture

Supporting working parents isn't just about making life easier for parents. It's about creating a more inclusive, diverse, and equitable workplace for everyone. By implementing these strategies, managers can contribute to broader DEI initiatives within their organisations.

Remember, every parent's situation is unique, and what works for one might not work for another. It’s important to be open, flexible, and willing to have conversations about how to best support your team members who are juggling work and parenting responsibilities.